<aside> 💡 Purpose: This procedure ensures that the recruitment and development of talent align with District Zero’s values and vision, fostering collaboration, reliability, and continuous growth within the ecosystem

Legenda: V-District - (Vendor district, company or team for services or product) T-District - (Training center District, for talent development and formation)

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Talent recruiting procedure

1. Initial Contact with the Training Center District (T-District)

Mandatory Step: Always contact the District Manager of the Training Center District before initiating any recruitment process. This ensures minimal time investment and access to the most reliable and motivated talent available for the work.
Priority Protocol: The T-District prioritizes supporting internal District Zero network districts before reaching out to external vendors provided that these points are respected by the vendors.

2. Selecting Talent from the T-District Program

Recognition: If the talent is enrolled in the T-District program, emphasize to the artist that they were selected from the training center and the vendor as the best fit for the job, not only for their skill level but also for their reliability, that is a cornerstone of the District Zero ecosystem. Value #.3
Unique Value Proposition: Explain how the T-District’s approach emphasizes reliability as a key component of training. Highlight that their involvement in the program extends to mentorship provided by the V-District Manager, ensuring their growth and development through hands-on experience with real-world projects.

3. Post-Project Feedback Loop

Vendor District Feedback: At the end of the project, the Vendor District must provide an honest review of the talent’s performance to the T-District. This review should consider the limitations and experience level of junior talent.
Feedback Purpose: This process ensures that the T-District gains valuable insights to improve its training programs and talent development efforts.

4. Talent and Mentor Feedback

Two-Way Feedback:
- The TC-District will gather feedback from the recruiting District Manager (mentor) to identify key observations and any significant issues.
- Additionally, the T-District will request feedback from the talent to understand their personal experience within the District Zero ecosystem.
Data Sharing: This data is shared with District Zero for Key Performance Indicator (KPI) analysis. District Zero ensures that shared values and collaborative efforts between the TC-District and Vendor District are balanced. This data is used to recommend improvements for future collaboration. Excel file for feedback tracking: https://docs.google.com/spreadsheets/d/1_oVOWPWpqIU3trSV4LJNCHB26fEvWO8hcAyf8Wh0Fi0/edit?pli=1&gid=0#gid=0

5. Publicizing Efforts and Outcomes