The right use of technology can strengthen your talent management programs to create social and cooperative work environments. Zach Thomas, vice president of product strategy at Oracle, highlights the benefits in his article “How to Deliver the Right Employee Experience” in Talent Management. The article makes a good case for HR professionals who are trying to support the use of social media within their organization or for other HR specialists that need to be reminded of what can be achieved with technology.
Market job offers and employer reputation in channels where prospective hires spend time. Recent facts show that 50% of Facebook users go to Facebook daily and 1/4 go to it five times a day. More importantly, if an organization wishes to be perceived as innovative and cutting-edge, it’s best to be visible in social media in a space where younger generations are active.
Create a private group of VIPs, like an alumni group. It’s a brilliant way to stay in touch with ex-colleagues and a perfect channel to use for boomerang hiring, which is known to be more cost efficient and profitable for organizations than recruiting someone completely new to the organization. A great example is J.P. Morgan’s Continuum where they have 20,000 professionals and are able to constantly fill vacancies.
Great people know other great people. If an organization has done a brilliant job in recruiting some top performers, it’s highly likely that they know other highly skilled and competent people. Organizations should use their employees’ networks and personal contacts to recruit other key players. The quality of hire is much better with an employee referral program than if HR goes out into the wild alone and misguided.
HR can use social media for candidate profiling and to reach potential job seekers. Moreover, recruiters can filter out candidates according to industry, job level and location among other specifications. EY (Ernst & Young) is a good example of a professional service firm interacting, engaging and recruiting recent graduates via their Facebook pages. Another important tool, among others, is LinkedIn Recruiter that allows people to search the entire network for passive candidates and connect with anyone who has an interesting profile.
There are a number of reputation management tools on the market that enable HR people to monitor public sentiment about an organizations reputation. The main benefits of these tools are that it helps HR to take part in important dialogues and address both current and prospective employee needs. Organizations should use a social reputation management tool to monitor and build their corporate reputation online.
HR professionals can benchmark an organization’s salary levels for different roles to other companies in one or many industries. For example, an HR department wanting to provide an attractive job offer, with a competitive salary and benefits package, can use such information to help them attract, recruit and retain hard to get talent. Big data can also be used for predictive analytics to understand such factors as employee satisfaction and performance and determine how long an employee might stay or how much they expect to earn based on employment history.
Social media can be used as a perfect forum to showcase and congratulate different employee achievements, which in turn can create a positive environment. Furthermore, managers can get a better understanding of team collaborations and what activities and teams are producing the best results. Social media can therefore be used to manage performance and foster an environment of business growth.
Via rating, gamification, reviews and discussion forums of various learning programmes, employers can engage their employees in learning initiatives and can encourage personal development. It also offers a perfect forum for people to share knowledge and experiences and give the opportunity for new hires and junior staff to learn from top performers.
In conclusion, the benefits mentioned above empower HR professionals to create more social and collaborative workplaces, according to Thomas. Moreover, the author emphasizes the fact that they are easy to implement and can stimulate better HR processes. By using technology to improve employee experience and create a culture of cooperation, an organization’s management can more easily deliver on business objectives.
Thomas, Zach (2013). How to Deliver the Right Employee Experience.Talent Management. [Online] Available from http://talentmgt.com/articles/view/how-to-deliver-the-right-employee-experience/1 [Accessed on 11 November 2013]