The document discusses the new normal of talent management in today's social media era. It emphasizes that companies must have a strong social media presence and brand to stay ahead of competition in recruiting top talent. Having an employee value proposition and engaging candidates on social networks allows companies to broadcast their culture, develop relationships with candidates, and build a talent pipeline to find the right people faster. The document presents talent management as consisting of workforce planning, talent acquisition, selection, onboarding, development and performance management. It stresses that HR professionals must now market their companies like brands to attract and engage talent online.

1. The new normal of
Talent Management
by Alvin Koh

2. The key to Talent Management
Workforce
Planning
Are
we
strategic
about
our
workforce
needs?
Do
we
have
a
plan
that
aligns
with
our
strategy?
Talent
acquisition
Are
we
accessing
a
robust
talent
pool
for
recruitment?
Are
we
engaging
in
various
social
media?
Selection
Do
our
processes
support
strong
selection?
Are
we
selecting
the
right
people
On-­‐boarding
Are
we
loosing
people
in
first
6-­‐12
months?
Do
we
have
mentors
and
coaches?
People
Development
Are
we
developing
our
employees/leaders
to
be
successful
in
their
roles?
Do
we
have
training
and
development
programs?
Performance
Management
Are
we
managing
performance
effectively?
Are
we
motivating
high
performers?
Are
we
“deselecting”
employees
who
are
not
performing
or
not
the
right
fit?

3. In today’s social media era
 Candidates have more career choices.
 Hiring managers have more channels to research
potential partners.
 The recruitment industry is more competitive than
ever.
 Information spread almost instantaneously.

4. How do you stay ahead of
competition:
 HR professionals and Recruiters can no longer post,
pray and expect results.
 Connect directly with the best candidates before
your competitors do.
 79% of applicants are interested in jobs by
companies they follow.
 68% of applicants research about their potential
employer from social networks like LinkedIn.
Brand presence in social media
make this possible

5. Social networks enable
brands to:
 Broadcast, listen and engage with candidates.
 Develop a cyber relationship that makes talent
want to be part of the company.
 Showcase your company culture and EVP.
 Differentiate yourself from your competitors.
 Build a pipeline to find talent faster.

6. Evolution of recruitment.
 No Longer need to actively job seek.
 Are interested in job opportunities from companies they
follow.
 Research about their future company and colleagues
via social media.
 Can choose from multiple opportunities.
 Are also targeted by your competitors.
Most professionals

7. Employee Value Proposition( EVP )
 Look at your strengths, weaknesses and competitors.
 HR, Marketing, Communications and Management
must work together.
 Embed in everyday experience among employees.

8. HR professionals are also like
marketers.
 Invest in the creating brand awareness.
 Engage and attract targeted talent online.
 Always in touch with the talent market.
 Recruit with shorter turn around time.
 Grow the business as a result.

9. “ We look for people who are passionate
about something. In a way, it almost
doesn’t matter what you’re passionate
about.” – Mark Zuckerberg