social media -role talent management

8/2/2019 Social Media -Role Talent Management

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FB-TW-RSS-IN HRM

MET Adgaon Nashik


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2ndth April 2012 HRM 2


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..Role In Talent Management Is

Become More Pronounced

-Report By Team Panache

What is Social Media?

Social Media is a place where netizens across the world meet each other

virtually and share a dialogue with each other. It is a super set beyond

communication and a tool for social interaction.

Advent Social Media In Talent Management

Social media and its popularity especially amongst todays Gen Y followed by

Gen X, and to extent baby boomers the late adopters.

This has brought about the see through change in which the HR Managers

today have started recruiting scanning candidates profile live via different

types of social media.

Social Media Used for Talent Management

Facebook FB

Twitter- TW

LinkedIn- IN

RSS Blogs- RSS


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Social Media Talent Bargain

The company today has changed its views in last 10 year to manage talent.

According to jobvite 89% of the companies has selected social media to

manage talent in 2011. This trend has big implication of the way employment

process has changed. But the key point is what we can learn from the new

age recruitment.

If we carefully notice in the past 100 years the companies have witnessed a

see through change from a slow moving culture to a super fast moving

culture. In 1920s and 30s companies could plan to stay in S&P 500 for 65

yrs but this dropped by the end of 1990s to 10years.

In the world of speed today talent is the most critical in finding quick talent

and talent which is quick (the thought process). A high performing work force

can fierce the horizon and adapt as per the environment. Even in the world ofrecession and high unemployment quality talent has never been in such fierce

demand.

Today the tools have ensured the professional take charge of their own

career, which has never been seen before. Professionals have spread across

linkedIn, Facebook, Twitter etc. to build their brands, connecting to pears and

updating profiles even when not in search for a job. This enables the recruiter

to get quality information up to date. This helps the recruiter to have a pool

of data other than just active job seekers.


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As per the

above

graph 17%

who were

active candidates, less than half were first going to a company career site to

find a job of interest. Instead these active job hunters were either trying to

get a referral through an employee, or first searching for a job using a search

engine or aggregator.

LinkedIn Hiring Solutions: It is used by more than 9,000 companies

worldwide like Wal-Mart, which was able to source and on-board an entire

senior team in Asia in two months, and companies like the communications

provider Polycom, which saved $3.1 million in one year by recruiting through

LinkedIn. These companies are trend makers and best example in its class.


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Approach: Passive Candidates

The new age recruiters are becoming more alert towards the passive

candidates who are not in search of a job via professional networking. It also

helps to establish a pipeline of talent ready for when its needed, enabling a

company to react quicker.

Build The Brand

As we know passive candidates are not in search of a

job and they need to change the trajectory of theircareer. Hence here employer branding plays a very

important role. The problem can be solved in two ways

firstly active targeting of messaging to specific member

groups enables companies to take their employer brand

to the sort of top talent that should be working at their

company. Secondly, passive employer branding means

creating places where candidates can discover your

values, culture and learn more about what its like to

work at your company from people in their network.

Influence Of Twitter

The Indian arm of a leading global non-profit

professional association recently released a list of the

top 20 Indian HR influencers on Twitter.


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It draws attention to a wide spectrum of employer and employee views and

behavior. Gautam Ghosh, third on the list, is the poster boy of the HR space.

He is a social mediaexpert who represents BraveNewTalent in India, whichhelps organisations create talent communities. In 2009, Ghosh himself found

a job opening, thanks to Twitter. "I saw a tweet that 2020 Social was looking

for people. I replied and the next thing I knew I was being interviewed for the

job."

It is not only Twitter. Kamal Karanth, Managing Director of leading

recruitment agency Kelly Services India, says he got an offer within four

months of putting up his profile on LinkedIn in 2009.

The HR survey by Kelly revealed that more than one of five job aspirants in

India accesses social networking sites such as LinkedIn, Facebook and

Twitter. It sought the views of approximately 97,000 respondents in 30

countries, including almost 2,000 in India.

Companies such as HR, HCL Technologies, his organization has even created

an internal networking site called Meme. "Among other things, internal

policies and their utility for employees get discussed. Also, any ideas

employees come up with that need funding are aired and get the immediate

attention of all stakeholders,"

Error Correction:

"Often, people do not even update their work profile on Facebook ortheir picture is missing," says Kelly Services Karanth.

It also helps to keep your tweets and messages relevant to yourprofile and interests, which could give those interested an insight into

your talent and what makes you tick.

Social media is a place where people talk about each other on a openforum hence it is necessary to know what to talk what to talk and

when to talk.


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"Those handling social media need training and must not be forcedinto such engagements,"says BraveNewTalent's Ghosh.

Ultimately, a company's culture becomes its brand on social media."The first step is to cultivate a transparent culture internally," Mr.

Ghosh adds.

Influence Of Facebook

Facebook has played a pivotal role in the new age talent management. It

creates pages of the company or may be creating separate pages all together

for careers.

Over the period it is not just the brands, which are glued on to the Facebook

pages, but the beauty is to see how third party recruiters are processing the

candidates via networks and links.

Brilliant talent management is a very good example on how the recruitment

drive is driven aggressively over Facebook.

Key benefits of Social Media:

Social media allows screening the candidates in real time. It helps to know the candidates candidature in real time to the point

and up-to-date.


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Pen ultimate aim of ever company is to reduce employment andattrition the cost, which is successfully done by the social media by

eliminating middlemen and one of the most accurate methods to hire

a candidate respectively.

The medium is such that it makes it easier to get referrals of thecandidates live. Some sites LinkedIn helps direct referrals on the

candidates profiles saving time.

It not only helps to know the candidates professional profile but alsothe personal profile. This ultimately helps the recruiter know if the

person would fit the culture of the company and how stable is he

personally.

Social media such as Facebook actually brings out the various phasesof ones personal emotions. It also indirectly showcases the stability of

ones emotions.

Conclusion:

As we know since 2008 USA crisis the market did slow down and took a lot of

time to consolidate. 2011 for a year which was tough for talent management,

despite the compressed budgets the organization did hire and trained talent.

Social media was of course in discussion to get the best candidates at the

best cost without affecting the budgets. The most dominant players in social

media were of-course Facebook, LinkedIn, Twitter. It not only did manage

talent in terms of recruitment but it also nurtured talent by online programs

and innovation in human resource management practices.


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Team: Panache

Deep Vakharia- B59

Kamlesh Gohil- A23

Anand Jadhav A29

Ankita Luthra B31

Resham Punjabi B45

Rina Panchal B38

Trupti Gangurde A19


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social media -role talent management

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