ReGeneration

Enabling Greek youth to trailblaze the new skills economy and dream of a better future.

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Eligibility

  • Yes, I fulfill all of the eligibility criteria.

Initiative's representative name

Panos Madamopoulos

Initiative's representative date of birth

10/10/1985

Initiative’s representative gender

  • Man

Which eligible market are you based in?

  • Greece

Where are you making a difference?

Addressing graduates and companies across Greece, covering all geographic and demographic areas.

Website or social media url(s)

https://www.regeneration.gr/en/ https://www.facebook.com/regenerationgreece/ https://www.linkedin.com/company/regenerationgr/ https://www.instagram.com/regenerationgr/ @ReGenerationGR

When was your organisation founded?

2014

Focus areas

  • Helping people adapt to technologies of the future
  • Reskilling and upskilling the workforce

Project Stage

  • Scaling (expanding impact to many new places or in many new ways) 

Yearly Budget: How much capital do you need to accomplish your proposed project?

  • $500k - $1m

Organisation Type

  • Non-profit / NGO

1. Founding story: Share a story about the "Aha!" moment that led the founder(s) to get started or the story of how you saw the potential for this to succeed

Five years ago — and with a healthy dose of delusional optimism — we founded ReGeneration with a vision to not only transform the lives of young graduates but to permanently change the trajectory of modern-day Greece. Seeing more than 450.000 gradually leaving the country motivated us to find a solution even when it looked impossible. The program was founded in the heart of the Greek economic crisis having as its sole purpose to reverse its negative consequences such as the skills gap, youth unemployment and eventually brain drain. The decision to build ReGeneration as a non-profit was highly intentional. Our focus has always been on creating lasting social value, rather than capturing a momentary profit.

2. The problem: What problem surrounding employability or financial capability are you helping to solve?

As an organization, we are focused on a holistic approach to a multifaceted employment problem. While the global situation around the future of work and automation is challenging, Greece as a country is in a particularly difficult position due to ten years of economic austerity and recession. Listening to these emerging trends, ReGeneration aims to bridge the skills gap, challenge youth unemployment and fight brain drain.

3. Your Solution: How are you planning to solve this problem? Share your specific approach.

ReGeneration is the lead catalyst in Greece for synergy between government, civil society and the private sector. Our impact is largely a result of network effects through our partnerships, technology collaboration with ed tech platforms (such as LinkedIn), and our core training program. ReGeneration aims to deal with the skills gap problem (a result of Greece’s international brain drain) by providing selected trainings to young graduates in order to place them in critical job positions in the evolving labor market. ReGeneration’s innovative rationale focuses on the fact that it’s the only program in the country that follows a unique 4-stage process: 1. Thorough mapping of the junior candidate market and hand picking high-level junior talents. 2. A two-stage rigorous selection process through a game-based assessment (2 psychometric tests) and the Live Assessment Center (behavioral-based interviews conducted by 100+ seasoned executives). 3. Soft skills training (32 hours) with an emphasis on personal and professional development, plus mentoring and 25 hours of volunteer work in selected NGOs. 4. Placement into organic positions in companies all over Greece.

4. How are you innovating or using unique approaches to solving the problem?

Our focus pillars include the future of: 1) Up and Re Skilling, 2) Social Capital and the Networking Gap, 3) Accessibility and Inclusion and 4) Recruiting and HR. On top of that, we are investing heavily in building new technology that will power innovation on all of these verticals to accelerate the impact of our programs. For example, we are currently developing our own HR and Recruiting technological platform tool (a major gap in the current Greek recruiting market) and plan to leverage that data to lead to informed recommendations both for our own organization, as well as for future partners such as the Greek government. For more info and a visual presentation of our approach you may click here https://www.regeneration.gr/en

5. Employability: how is your organization or project teaching people to develop the skills that they need to survive in the future job market?

As an organization, we are focused on the intrinsic relationship between up-skilling and re-skilling, social capital, the networking gap and the role of inclusion and accessibility placement in recruiting. Rather than focus on these areas in silo, ReGeneration instead works to combine each of these workstreams into a holistic and forward-oriented experience. We follow a blended learning strategy, combining online with in-classroom training, while building and measuring skills for the 21st century. Our 32 hours training offered to all our participants focuses on soft skills training with an emphasis on personal and professional development. Candidates who participate in ReGeneration Academy -our targeted up- and reskilling training hub aimed at bridging the gap between specific, high-demand sectors and adequately skilled candidates- will receive 80-250 hours of hard skills training.

5a. Please describe which future-oriented skills your organization is focused on fostering and how you have measured / plan to measure progress

During our 32 hours soft skills training we emphasize on personal and professional development that includes business etiquette and customer experience via workshops, motivational talks and interactive activities on teamwork, communication skills, impactful presentation skills, project management, time management, growth mindset, design thinking and CV building. We measure progress by measuring success; i.e. number of placements and how many companies are eager to work with us. Every day the number of new partners continues to accelerate, making us particularly happy and proud.

7. Marketplace: Who else is addressing the same problem? How does the proposed project differ from these approaches?

We are the only organization following this approach. ReGeneration is a unique, hybrid entity working across the spectrum of education to employment pathways, with equal emphasis on training and development as recruiting and job placement. It is not just an internship program, it is a holistic career development program that offers 6-month paid employment. All of our services are provided free of charge for hiring partners and job applicants. Additionally, we also invest heavily in boosting the social capital of our beneficiaries, while also offering an accessible and inclusive platform.

8. Impact: How has your project made a difference so far?

Our impact to date includes: - 1300+ placements - 500+ hiring companies - 90+% contract extension (beyond the initial 6 months) - 170.000 hours of training - 17.000 hours of community service - 8.5+ million euros in salaries to candidates hired through ReGeneration - 10 national awards ReGeneration was selected by Deloitte USA and The Global Business Coalition for Education (the largest multistakeholder education and employment research institution) as a global case study on the Future of Work & the 4th Industrial Revolution. For more info and a visual presentation you may click here: https://www.regeneration.gr/en/ In order to present the difference ReGeneration has made so far, we will leave it up to the participants and our partner companies to talk about us. For testimonials you may click here: https://www.regeneration.gr/en/what-they-say

9. Financial Sustainability Plan. Can you tell us about you plan to fund your project and how that plan will be sustainable in the short, medium, and long term?

Our current revenue model is built upon a combination of philanthropic and enterprise programs. We also have several consumer programs, offered with no charge. To grow our revenue, we are planning to expand our philanthropic support base, as well as expand our reach into enterprise with our corporate sponsorship programs. We also are currently in the process of securing a partnership with the Greek government. In the short term, our funding has been secured and our program includes numerous trainings for the next months. As for our medium and long term sustainability, it is an ongoing effort as we schedule events and trainings according to the funding we are able to secure per year.

10. Team

We currently have a team of 12 FTE members working together with our Board serving ReGeneration’s vision and mission. Our team consists of people with the following skills: Business Development, Project Manager, Communications, Digital Marketing, Motivation, Operations & Treasury, Fundraising, Recruiting and Legal Services. In the short term, as we grow, there will be a need for: recruiters, project coordinators, senior data analyst, director of academic affairs, IT & product director.

Help Us Support Diversity! Are you a member of an under-served , under-represented, or marginalized group in your country of residence? (yes/no) (this question is optional – if you choose to fill it out, the response will not be shared with your fellow contestants)

  • This does not apply to me

How did you hear about this challenge?

  • Recommended by others

11. Bring it to life: Please walk us through a concrete example of how your solution will solve the problem you’re trying to address

In the world of Globalization 4.0 there is massive disruption in traditional education and employment sectors and skills have become the new currency. In order to simultaneously evolve traditional industry sectors, as well as grow brand new frontier verticals, Greece will need a flexible and adaptive system to skill, reskill, and up-skill youth to thrive in this rapidly evolving environment. We involve our beneficiaries through a 4 step approach in order to end up with the most high-caliber young talents; MAPPING of the junior candidate market and needs, SELECTION of junior talents through a Game-based assessment and a Live Assessment Center, TRAINING through 32h of soft skills, mentoring and 80-250 hours of hard skills through the Academy. Finally, PLACEMENT of as many candidates as possible into organic positions in companies in Greece by listening and responding to the market needs.

12. Skills Matching: HSBC Employees will have the opportunity to offer skilled-volunteering. If matched, which of the following skills would you be most interested in receiving?

  • Planning & Strategy
  • Monitoring Impact
  • Project Management
  • Research
  • Board Development
  • IT Infrastructure/CRM
  • Web/Mobile Development

13. Financial Sustainability – funding breakdown: please list a quick breakdown of your funding, indicating an estimated percentage that comes from each source.

foundation or NGO grants 34%

corporate contributions 54%

pro bono work 12%

14. Financial Sustainability – please tell us more about how you plan to fund and scale your project over the next 12 months.

Our revenue is shared 50-50 between operations and programs that we run for greek youth. When ReGeneration initially started there were 4 founding partners that continue to support to this day: Coca Cola, The Coca Cola Foundation, The Hellenic Initiative (https://www.thehellenicinitiative.org/) and Stavros Niarchos Foundation (https://www.snf.org/). As the initiatives we run per year are numerous, we have a team of staff dedicated to fundraising through EU project calls and proposals for private donations from companies and institutions. Throughout our 6 years we have set up partnerships with corporate partners supporting us in running Academies, training cycles and events across the country. The more funds we are able to gather, the more programs we will be able to run and ultimately help more young people enter the job market equipped and skilled to cover today’s market needs.

15. Growth Strategy: What are your main strategies for scaling your impact?

- geographical expansion (trainings in other towns)

- initiative on accessibility, diversity and inclusion (people with disabilities have equal opportunities)

- online learning through massive online courses to equalize access to learning opportunities, such as the partnership with LinkedIn Learning

-partnerships with corporates to reach out to more people, like Academies, our specialized hard skills training (more info: https://www.regeneration.gr/en/regeneration-academy)

16. Activating changemakers: How are you giving people the power to control their own destiny and support other people to become changemakers in their communities?

Our goal is to equip young individuals beginning their careers with the skills and tools necessary for long-term professional and personal development:

-32h soft skills training

- Mentoring by seasoned executives from various industries

- 25h giving back to the community as social contribution

- interview experience through interaction with HR experts

- continue their learning via LinkedIn Learning

- Alumni Association - network of young professionals with cross functional benefits

- events, round tables and motivational speeches

 More info: https://www.regeneration.gr/en/candidates

17. Awards & Recognitions: What awards or recognitions, if any, has the project received so far?

To date, ReGeneration has received 10 Awards in the context of HR Awards organized by HR Professional magazine and Boussias Communications in 2015, 2016, 2018 and 2019, while in the Education Leaders Awards 2018, powered by RDC Informatics, it received a distinction for best practices in the field of Education. More info: https://www.regeneration.gr/en/awards

18. Tell us about how collaborations and partnerships would enhance the scalability and impact of your project

ReGeneration generates the social capital, and therefore the opportunities that young graduates are critically lacking. As a first-in-kind, cross-industry, multi stakeholder education and employment ecosystem, we span both the supply and demand sides of junior talent development and recruiting. Our education to employment pathways and partnerships serve to combat barriers to entry that continue to plague Greek graduate employment; lack of work experience, lack of true diversity, meritocracy.

Finally - Your Selfie Elevator Pitch: Share a 1-minute video that shares a quick summary of the problem you would like to solve, how you’ve chosen to solve it, and the impact you hope to see.

In our 6 years we have set aside the assumptions we were handed and created a new narrative for the future of youth in the country. Now let’s write the next chapter together!

Evaluation results

3 evaluations so far

1. OVERALL Evaluation:

Yes, absolutely! - 33.3%

Yes/maybe - 66.7%

Maybe - 0%

Maybe/no - 0%

No - 0%

2. Is this entry INNOVATIVE?

Yes, absolutely! - 0%

Yes/maybe - 66.7%

Maybe - 33.3%

Maybe/no - 0%

No - 0%

3. Does this entry have SOCIAL IMPACT?

Yes, absolutely! - 100%

Yes/maybe - 0%

Maybe - 0%

Maybe/no - 0%

No - 0%

4. Is this entry VIABLE financially and operationally?

Yes, absolutely! - 0%

Yes/maybe - 66.7%

Maybe - 0%

Maybe/no - 33.3%

No - 0%

5. Is this entry ACTIVATING CHANGEMAKING?

Yes, absolutely! - 0%

Yes/maybe - 33.3%

Maybe - 66.7%

Maybe/no - 0%

No - 0%

6. FEEDBACK: Highlights

IMPACT POTENTIAL: You use specific numbers and evidence to describe what your project has achieved so far (or plan to achieve in the future) – and you have a concrete plan for future impact. You have specific tools for measuring impact. - 100%

QUALITY OF INNOVATION: You have a great understanding of the problem, have researched existing solutions, and have developed unique, thoughtful solutions - 0%

FINANCIAL AND OPERATIONAL SUSTAINABILITY: You have given a great deal of thought to not just the idea itself but how to make it work operationally and financially in the present and future; your plan is specific and you value sustainability. - 0%

CHANGEMAKING ACTIVATION: You have a good plan on how to activate changemakers and empower them to innovate through your product or programming - 66.7%

Other option - 0%

7. FEEDBACK: Areas for Improvement

IMPACT POTENTIAL: make sure to provide specific instances of your social impact (or how you plan to measure impact) – it may be helpful to describe the beneficiaries, the main activities/products, and provide evidence of (or plan for) impact evaluation - 0%

QUALITY OF INNOVATION: make sure to describe how your solution is unique and innovative – it is helpful to include the research you have done on past solutions and how your solution is different from (and/or builds upon) these. - 0%

FINANCIAL AND OPERATIONAL SUSTAINABILITY: make sure you have provided descriptive information about your financial sustainability plan. Where do the funds come from now and do you have a concrete plan for future sustainability? - 100%

CHANGEMAKING ACTIVATION: make sure you describe your plan for how to empower others to become changemakers through your programming, service, or product - 33.3%

WRITING STYLE. Try to be concise, descriptive, and specific. Avoid jargon. - 0%

Nothing stands out! I thought it was great. - 0%

Other option - 0%

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