Talent Acquisition


August 31, 2022
Marci Schnapp

Past Performance is no guarantee of future results. Any historical achievements may not reflect actual future Performance.

So How Can We Predict Future Results?

In 2010, after 12 years of success in executive search, recruitment, and coaching, Marci Schnapp, CollabGenius's Founder, became the first person in Canada to apply a new strategy for team building called Collaborative Team Structure and Team Performance Indicators, both generated by a bias-free & award-winning CollabGenius.

CollabGenius was launched in early 2009 by behavioral scientists after 25 years of research and nine years of development, and it reveals three dimensions of people:

1)One's ability to connect with others and form collaborative relationships.

2)One's ability to communicate with the intent to advance the team's mission; and

3)The way a person seeks to make meaningful contributions to their team.

Marci has seen that CollabGenius works. These performance indicators are the actual KEYS to

creating positive teamwork, selecting the best person for the job and team, and improving the bottom line.

The following is a list of Performance

Indicators (from actual reports) that are not visible until it's usually too late:

·       Little or no fundamental understanding of the importance of others helping to achieve one's own goals

·       Convey to the team a harsh and negative attitude toward overcoming the challenges they face

·       Cannot focus effectively on attracting, retaining, or developing the organization's staff, thus discouraging talents, and failing to guide and develop successors to ensure the organization's future

·       Little or no idea about what is going on with the others who are on the same team

·       Leads through demands and force

·       Unavailable to their reports show no interest in them and are not ready to answer their questions.

·       Exclude any cooperation from others except insofar as they do as they are told to do.

·       Not as enthusiastic about the organization's results as if they were the results of their businesses

·       Do not reasonably consider anyone's interests without favoring some at the expense of others

·       View others as servants

·       Pessimistic about the organization's results and perpetually dissatisfied with them

·       Unable to establish either short or long-term goals for the organization in such a manner that others can act to achieve them

·       Try to impose own beliefs and moral principles on

others, whether this is welcome or not, and do it in a way that is not helpful

·       Very much interested in giving others advice, but it too often lacks real insight, so it becomes just a nuisance

·       Makes poor decisions that do not take into consideration of the variables and risks inherent to the organization

Lucky for you, CollabGenius reports the good, bad and ugly so you can bring about the results you’re looking for.  

Today we are working toward changing the business landscape by using CollabGenius, a forward-thinking assessment that objectively identifies team players (while dogging bullets) to help you build high-performance teams.

Considering everything Marci learned over her career, she has come to understand that

knowing and understanding how different people seek to provide meaningful contributions to their teams is the most valuable in predicting future success in a job, on a team, and in an organization.

CollabGenius can take you from an outdated talent model of subjective 'individual performance' to an

updated and integrated talent model of objective, data-driven team performance.

CollabGenius can help you by:

•Providing strategic and objective advice for entering partnerships, creating leadership

teams, and selecting individuals to join an existing team.

•Using teaming metrics to identify why some people are productive and others bring problems

and create obstacles.

•Designing high-performance teams and recruiting the best team members for maximum impact,

success, and value; and

•Recommending actions necessary to remedy team and organizational performance problems

Become a progressive and out-of-the-box change agent by selecting the right teammates, building high-performance teams, and integrating talent acquisition, development,

leadership, and engagement to increase ROI and reduce turnover and stress.