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2ndth April 2012

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2ndth April 2012

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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 of recession 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 their career. 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 media expert who represents BraveNewTalent in India, which helps 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 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.

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"Those handling social media need training and must not be forced into 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 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 candidates 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 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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