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Role Of Social Media- In Talent Management
 

Role Of Social Media- In Talent Management

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    Role Of Social Media- In Talent Management Role Of Social Media- In Talent Management Document Transcript

    • FB-TW-RSS-IN HRM ..Role In Talent Management Is Become More Pronounced -Report By Team Panache MET AdgaonNashik
    • 2ndthApril 2012 HRM 2What is Social Media?Social Media is a place where netizensacross the world meet each othervirtually and share a dialogue with each other. It is a super set beyondcommunication and a tool for social interaction.Advent Social Media In Talent ManagementSocial media and its popularity especially amongst todays Gen Y followed byGen X, and to extent baby boomers the late adopters.This has brought about the see through change in which the HR Managerstoday have started recruiting scanning candidates profile live via differenttypes of social media.Social Media Used for Talent Management Facebook –FB Twitter- TW LinkedIn- IN RSS Blogs- RSSSocial Media – Talent BargainThe company today has changed its views in last 10 year to manage talent.According to jobvite 89% of the companies has selected social media tomanage talent in 2011. This trend has big implication of the way employmentprocess has changed. But the key point is what we can learn from the newage recruitment.If we carefully notice in the past 100 years the companies have witnessed asee through change from a slow moving culture to a super fast movingculture. In 1920’s and 30’s companies could plan to stay in S&P 500 for 65yrs but this dropped by the end of 1990’s to 10years.In the world of speed today talent is the most critical in finding quick talentand talent which is quick (the thought process). A high performing work forcecan fierce the horizon and adapt as per the environment. Even in the world ofrecession and high unemployment quality talent has never been in such fiercedemand.
    • 2ndthApril 2012 HRM 3Today the tools have ensured the professional take charge of their owncareer, which has never been seen before. Professionals have spread acrosslinkedIn, Facebook, Twitter etc. to build their brands, connecting to pears andupdating profiles even when not in search for a job. This enables the recruiterto get quality information up to date. This helps the recruiter to have a poolof data other than just active job seekers.As per the above graph 17% who were active candidates, less than half werefirst going to a company career site to find a job of interest. Instead theseactive job hunters were either trying to get a referral through an employee, orfirst searching for a job using a search engine or aggregator.LinkedIn Hiring Solutions:It is used by more than 9,000 companies worldwidelike Wal-Mart, which was able to source and on-board an entire senior team inAsia in two months, and companies like the communicationsprovider Polycom, which saved $3.1 million in one year by recruiting throughLinkedIn. These companies are trend makers and best example in its class.
    • 2ndthApril 2012 HRM 4Approach: Passive CandidatesThe new age recruiters are becoming more alert towards the passivecandidates who are not in search of a job via professional networking. It alsohelps to establish a pipeline of talent ready for when it’s needed, enabling acompany to react quicker.Build The BrandAs we know passive candidates are not in search of a job and they need tochange the trajectory of their career. Hence here employer branding plays avery important role. The problem can be solved in two ways firstly activetargeting of messaging to specific member groups enables companies to taketheir employer brand to the sort of top talent that should be working at theircompany. Secondly, passive employer branding means creating places wherecandidates can discover your values, culture and learn more about what it’slike to work at your company from people in their network.Influence Of TwitterThe Indian arm of a leading global non-profitprofessional association recently released a list of thetop 20 Indian HR influencers on Twitter.It draws attention to a wide spectrum of employer andemployee views and behavior. GautamGhosh, third onthe list, is the poster boy of the HR space. He is a socialmedia expert who represents BraveNewTalent in India,which helps organisations create talent communities. In2009, Ghosh himself found a job opening, thanks toTwitter. "I saw a tweet that 2020 Social was looking forpeople. I replied and the next thing I knew I was beinginterviewed for the job."It is not only Twitter. Kamal Karanth, Managing Directorof leading recruitment agency Kelly Services India, sayshe got an offer within four months of putting up hisprofile on LinkedIn in 2009.The HR survey by Kelly revealed that more than one offive job aspirants in India accesses social networkingsites such as LinkedIn, Facebook and Twitter. It sought
    • 2ndthApril 2012 HRM 5the views of approximately 97,000 respondents in 30 countries, includingalmost 2,000 in India.Companies such as HR, HCL Technologies, his organization has even createdan internal networking site called Meme. "Among other things, internalpolicies and their utility for employees get discussed. Also, any ideasemployees come up with that need funding are aired and get the immediateattention of all stakeholders,"Error Correction: "Often, people do not even update their work profile on Facebook or their picture is missing," says Kelly Services’Karanth. It also helps to keep your tweets and messages relevant to your profile 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 open forum hence it is necessary to know what to talk what to talk and when to talk. "Those handling social media need training and must not be forced into such engagements," says BraveNewTalentsGhosh. Ultimately, a companys culture becomes its brand on social media. "The first step is to cultivate a transparent culture internally," Mr. Ghosh adds.Influence Of FacebookFacebook has played a pivotal role in the new age talent management. Itcreates pages of the company or may be creating separate pages all togetherfor careers.Over the period it is not just the brands, which are glued on to the Facebookpages, but the beauty is to see how third party recruiters are processing thecandidates via networks and links.Brilliant talent management is a very good example on how the recruitmentdrive is driven aggressively over Facebook.
    • 2ndthApril 2012 HRM 6Key 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. Pen ultimate aim of ever company is to reduce employment and attrition 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 the candidates live. Some sites LinkedIn helps direct referrals on the candidate’s profiles saving time. It not only helps to know the candidates professional profile but also the 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 phases of 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 oftime 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 thebest cost without affecting the budgets. The most dominant players in socialmedia were of-course Facebook, LinkedIn, Twitter. It not only did managetalent in terms of recruitment but it also nurtured talent by online programsand innovation in human resource management practices.
    • 2ndthApril 2012 HRM 7