The Social Media Tools for Talent Management course combines social media principles and strategies with actionable ways they can be used in talent management. It teaches you how to assess the impact of social media on leadership and management, landing your most critical job functions, and how to build community around those areas. You will also get an overview of core social media tools and learn how to develop a plan for incorporating them into your talent management strategy.
Take your talent acquisition strategy to the next level with Social Media Tools for Talent Management, a guide that provides actionable instructions and best practices to help you reach candidates via social media.
7 ways social media is changing HR
He lists a number of areas where you can see this at work, including:
- Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;
- Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;
- Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;
- Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;
- Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’
- Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,
- Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.
Here are 3 simple steps to managing social media and ensuring that it doesn’t interfere with your organization’s security or productivity:
1. Prepare: Draft a company-wide social media policy that is relevant, cohesive, and reasonable. Because social networking is a relatively new phenomenon, an extensive list of policy success stories has yet to be properly tested and/or documented and thus you will have to consult with every department to fully understand the areas that need to be safeguarded and the subsequent policies that have to be implemented. Be sure to address usage of social media on the company network and on company time. I would suggest treating personal usage (on personal devices) as you would personal phone calls – only to be done infrequently and when necessary. Because SM itself is rapidly evolving, your policy will have to be monitored as modifications might be needed to conserve its relevancy.
2. Inform & Enforce: A policy is no good unless employees are aware of it and know they are expected to adhere. Conduct training sessions and ensure the new policy is written into the company’s employee conduct policy and made available to everyone. If employees are given concrete reasons as to why SM is being regulated, they might be less likely to get offended and feel deflated by the regulations. If security is a major issue facing your particular organization, you can modify existing confidentiality clauses to include SM references.
3. Set Goals: This step can completely eliminate the fear of losing productivity to SM usage. If well thought out and reasonable employee goals are set in advance and progress is tracked, any lack of productivity can be picked up and investigated. If the manager is certain that social networking is the productivity thief, then the issue can be addressed with that particular employee. Automated talent management systems that go beyond the once-a-year goal setting and progress updates can track and report on the real-time status of employee goals and development activities.
Social Media is only going to become more pervasive in our personal and professional lives. Instead of fighting it, spend your time implementing solid policies and automated talent management processes that focus on the bottom line – performance. Strong performance management processes will ensure that your workforce will stay on track no matter what new potential distraction is on the horizon. Social Media can bring more good than evil. After all – without it, you wouldn’t be reading this.
Hellotalent – Best talent management system dashboard
HR system with clean, straightforward dashboards and UX.Hellotalent’s parent company is Talentsoft, a European leader in cloud-based talent management and learning software. This TMS provides automated social media aggregation, email, CV parsing, job opportunity promotion, and collaboration with comments and mentions.
Many basic features of this tool are available for free, like tags and ratings, access through the mobile app, and 1 document per candidate. A free talent management system, of course, scores quite highly on the Value for Cost section of our evaluation system.
One con to note is that mail campaigns don’t seem to be as feature-rich as they could/should, which is something others on this list touch upon better.
Hellotalent starts at $63.50/month and has a freemium version of the software.
Pros
- Solid free plan available
- Scalable recruiting tools
- Easily add LinkedIn profiles to database
Cons
- Only 1 document per candidate for free plan
- CV parser limited to Enterprise subscription
- Keyword search is finicky
ADP – Best cloud-based HR suite
Jack-of-all-trades suite, including new hires and succession planning.ADP, a workforce solution for almost 70 years, was named on FORTUNE Magazine’s “World’s Most Admired Companies” list for 12 consecutive years. Features include the ability to monitor and track compensation, mobile-optimized job postings, and self-service management.
ADP Workforce Now maintains a system that is easy to use, despite the fact that it covers quite an extensive amount of HR functions. A subscription is near limitlessly customizable, too, with users being allowed to add and remove functions to suit their needs.
Their professional website has a usability issue, with endless menuing blocking easy access to information and frequent dead ends for basic info. This problem carries through to their software, which lost them marks in the evaluation consideration for Usability.
ADP Workforce Now starts at $17.50/user/month with a minimum of 1000 users and has a free demo.
Pros
- Robust mobile app
- Company, state, federal forms all in one portal
- Super easy to verify time
Cons
- Entering hours in military time
- High minimum user requirement
- Lag when manually updating multiple times entries
Recruitee – Best Android and iOS mobile apps
HRMS in real-time using fully featured mobile apps.Used by Starbuck, Toyota, and VICE, Recruitee is designed to help attract talent and automate recruiting tasks. Features include advanced CSS and media options for your customized career site and the ability to post to over 10 free job boards worldwide.
Their open API allows you to integrate Recruitee directly with your pre-existing software and platforms. Therefore, you can add-on tools for chat, project management, or CMS. This scored them highly in the Integrations section of the evaluation outline.
A critique of this tool is that it suffers from some interface issues when it comes to integrating and parsing external documents like PDF CVs, for example, which navigate poorly and require magnification.
Recruitee starts at $79/month and has a free 18-day trial and a free demo.
Pros
- Access to 1250 free and paid job boards
- User-friendly candidate pipelines
- Includes talent sourcing Chrome extension
Cons
- Multi-language job sites limited to higher subscriptions
- No custom careers site URL for entry plan
- No functionality to send external emails
Conclusion
Social Media is a useful tool to help employees connect with your company, and one another. Create a company-wide intranet, or build employee engagement through social communities. Your Talent Management solution should help protect your business from liability risks, as well as providing tools for retention and engagement.