Talent management life cycle is an overall business strategy for managing talent. We have listed some tools of social media to be used in succession planning and few other activities of talent management life cycle.
The talent management life cycle 1 blog ,works on how to use succession planning within your organization. The Talent Management Life Cycle 1 blog explains the social media tools and talent management stages used during the succession planning.
Talent Acquisition
The logical place to start when talking about the impact of social and digital technologies on talent management is talent acquisition, where the greatest advances have been made. Anyone who has searched and applied for jobs in the past 10 years is very familiar with how technology has transformed the application process, which in most organizations (and virtually all large ones) is now almost completely digitized and automated. Job boards, like Monster and Career Builder, were early players in the digitization movement, but they have been struggling to maintain their relevance in the past five years due to the rise of social platforms like LinkedIn and Twitter (which are also used for job posting and advertising), as well as career site scraping services like Simply Hired and Indeed. Both social networking sites and search engines are now used for candidate searching and sourcing, particularly for hard-to-fill roles with unique skillsets.
There are other ways in which social and digital technologies are impacting talent acquisition that may not be as well-known or commonly understood. Social media sites in particular (such as Facebook, YouTube, and Pinterest) are a great way to promote an employer’s brand and offer realistic previews of work life, people and culture in organizations. Online games and simulations can also be used to get a sense of what working for an organization would be like, and give organizations themselves an opportunity to determine if a prospective candidate would be a good cultural fit and potentially successful.
Some employers are recognizing the value of digital alumni networks or communities to maintain strong relationships with former employees. One of the primary motivations for doing this is that the employees may return one day and/or make referrals to or from their personal and professional networks. Similarly, talent networks enable organizations to establish and maintain relationships with professionals in key areas like IT and engineering, even when there isn’t a current opportunity to have those folks be a part of the organization.
Social media has actually transformed every stage of the recruiting process in significant ways – so much so that the traditional recruiting funnel can be recast in “social” terms. At the top of the funnel are activities like social advertising (i.e., placing job ads on social networks like Facebook), social sourcing (i.e., searching for candidates who meet certain criteria on networks like LinkedIn), and social referrals (i.e., having current employees share position openings with their online personal and professional networks). And at the bottom of the funnel is social screening (i.e., reviewing a candidate’s public activity in social networks to identify potential hiring risks).
Onboarding
Helping new employees make the transition into their roles and responsibilities, as well as learning the culture of the organization and how things are done, is another way in which social and digital technologies can enhance processes and improve the employment experience for individuals. Anyone who has started a new job in the past decade is probably familiar with how digitization of various activities, such as payroll set up and benefits enrollment, has transformed the new hire experience. But there are lots of other potential applications, some of which have already been implemented, but most of which will be developed in the years to come. For example, virtual new hire groups can be formed in an organization’s intranet, with chat and/or discussion features that allow new employees to help each other navigate their initial experiences. The intranet can also be used to facilitate virtual buddy systems and enable mentors to help new hires learn “how things work around here.” And a variety of wikis can focus on the things that are most important for new employees to learn and know, particularly with respect to specific policies and procedures.
Encourage Creativity and Innovation
Telling your employees to be creative rarely works. It’s up to companies to provide a creative opportunity, and that’s what social media offers. Social media is a diverse environment that is open to many ideas and individuals, which is a fertile ground for innovation. In fact, a recent study from MIT found that employees on Twitter are typically more innovative because they are more open to diversity.
As a company, it’s also possible to create an internal social network that would allow your employees to share ideas, receive feedback, and brainstorm. A brainstorming network is particularly effective for companies that segregate by department or location. Social media removes those difficulties of communication and provides a fast-paced and open platform where all ideas are welcome.
Develop Social Learning
Social media provides a comfortable community for entry-level employees to C-level executives to ask and answer questions. There are fewer barriers when it comes to social media, and so it’s easier for company experts to be available for all employees within the organization. It provides a valuable and revenue-generating (as indicated by a recent study by Aberdeen) opportunity for employees to work with a variety of teams and individuals who have different areas and levels of experience.
Social learning is also all about user-generated content—allowing it to be dynamic and transformative. Unlike traditional learning environments where coursework can be stagnant for years, social networking allows for the creation and organization of new knowledge immediately. Best-in-Class organizations recognize the importance of these social information repositories, which is why 49.6% of Best-in-Class organizations are focused on using social media as a learning environment.
Promote Employee Engagement and Voice
Unlike other forms of communication, social media is an equalizer. There’s a feeling of transparency and openness when communicating through social media, which allows new employees to speak freely with upper management and vice versa. By creating a safe discussion environment, social media allows Best-in-Class companies to adapt more quickly by constantly and consistently assessing their employee’s feedback.
Beyond providing an outlet for employee voice, social media also opens up opportunities for employee engagement by encouraging participation. Social media is a simple but effective means of starting conversations through authentic dialog opportunities. That’s why 35% of Best-in-Class organizations are using social media to improve employee engagement.
You can transform your company’s human capital with the adoption of social media technologies. Its connective power is impossible to deny, and the more ways you can discover to make social media work for you and your employees, ultimately the more successful your business will be.
Social Media Is Essential To Successful Recruiting
Today’s most successful businesses are including social media in their recruitment strategy. In a report published by SHRM, 84% of companies surveyed used social media as a recruitment tool in 2016 and an additional 9% were planning to start. While the majority of these companies are not using social media as their only recruiting tool, it’s clear that social media should be a part of any recruitment strategy. According to the job and recruiting site, Glassdoor, 79% of all job seekers, and 86% of those in the first decade of their career are likely to use social media in their job search. In addition to using social channels to promote job postings, employers can use it to establish and maintain their talent brand, and to screen potential hires.
Using Social Media to Advertise Open Positions
The popularity of online job boards like Monster.com is declining yearly as social media becomes a more valued channel for many employers. The use of LinkedIn, Twitter, Facebook and other social media networks for this purpose increased by 10% last year while the use of job boards fell by 3%. LinkedIn is understandably the most popular social site for recruitment, due to its robust ability to connect potential employers with passive job seekers. SHRM finds that 96% of companies that recruit socially use LinkedIn. Posting a job on LinkedIn not only makes it possible for the position to be found by active job seekers, but also to be placed in the path of passive job seekers, who comprise 70% of the current workforce. Encouraging employees to share advertised positions with their own networks can yield 10X the number of applicants for a given position.When it comes to social media recruiting, Facebook (66%) and Twitter (53%) were also found by SHRM to be popular resources for employers. Depending upon your industry, there may be professional associations with specific social networking sites that can be an excellent opportunity to get your position in front of a qualified audience. Regardless of the channel, 55% of employers using social media to advertise positions find that it lowers the cost of this aspect of the hiring process.
Conclusion
Introducing a better approach to strategy, planning, and implementation in talent management. Social Media Tools for Talent Management Lifecycle offers an integrated set of social media tools specifically designed to map the talent management life cycle: succession planning, employee engagement, performance appraisal and performance coaching, organizational and leadership development, organizational exit.