El Dia de Los MuertosRed Bull Final Selection Dinner

November 1st - November 5th, 2015

Dia De Los Muertos

The Theme

Dia De Los Muertos is a festival that occurs in some variation in almost every cul-ture around the world. Dia De Los Muertos is a time to honor one’s ancestors and the dead. Samhain, an additional reference point, is the ancient Celtic festival for the har-vest and the beginning of the new year.

This theme will give us a powerful framework around which to discuss the origins of one’s strengths and capacities and how those translate into a vision for the future. This is aligned with this particular hiring group where one of the main metrics for eval-ution is potential as they are new to the professional world. We also think it is a pow-erful way to make connections between the exisiting knowledge and experience of the older Red Bull employees and the new cohort.

Create an immersive and playful environment that surfaces traits and characteristics of candidates to hiring managers. This environment has been specifically designed to assess high potential candidates within the framework of Red Bull’s core skill/capacity talent requirements.

Objective 1

Objective 2Engage hiring managers and other key stakeholders more deeply in the hiring process, increasing overall employee engagement and integra-tion

Uncertainty

Pillar 1

The way in which we think about and react to the unknown has a profound effect on how we act, what we produce and how we perceive our external environ-ment. It’s an effective tool for opening people’s cognitive pro-cess to incorporate new learn-ings and new experiences. It’s also a good metric/indicator for exploring how people will adapt to their professional cir-cumstances/environment on an on-going basis.

Pillar 2AdaptabilityIncreasingly, experts are cit-ing adaptability as one of the key skills for successful lead-ers. Adaptability, defined as the ability to change or be changed in order to fit or work better in some situation or for some pur-pose, can be very difficult to measure/assess. We will cre-ate actual environments where different components shift and graduates have to react, thereby exposing their degree of adapt-ability.

Pillar 3PerceptionPerception is one of the most influential tools we use to pro-cess our environment and make decisions. Much is known about the way the cerebral cortex, the outer rind of the brain, initially analyzes sensory messages. Yet investigations are only now be-ginning to suggest how the brain moves beyond the mere ex-traction of features-how it com-bines sensory messages with past experience and with expec-tation to identify both the stimu-lus and its particular meaning to the individual.

30 Minute Debrief With Candidates Structure

1 Hour Workshop with Hiring Managers

3-4 Hour Immersive Dinner Party

Structure

1

2

3

As we continue to refine and reinforce the learnings of the program we would like to extend the program and its impact on hiring managers. Specifically in the areas of integration and engagement.

1

2 Engaging the hiring managers in the hiring process, and reinforcing the value of the non- traditional hiring process is a key component of this program. Unlike other years we would like to do pre-survey for hiring managers, post-survey, and follow-up workshop to assess and develop these skills.

Sustained Impact

Art Direction:

Research

Program Conception:

Vendor & Relationship Management:

Development of Collateral:

Event Production:

TOTAL

25 hours @ 250/hour

20 hours @ 100/hour

50 hours @ $250/hour

10 hours @ $250/hour

15 hours @ $100/hour

316 hours @ 50/hour

$40,550

Budget

Harley & Company

www.harleyandcompany.com