Archive for the ‘Talent Management’ Category
A Talent Strategy Conversation with Susan Burns - Part 2
Posted by Jason
Part one of my conversation with Susan Burns focused on opportunities and trends within talent management. Part 2, posted here focuses on social media and social networking, metrics, and the candidate experience from a recruiting perspective.
Jason:
There continues to be an emphasis and talk about the use of social media and social networking in recruitment. Keeping in mind some are leading the way, while others are skeptical, what advice do you have for those that are taking the wait-and-see approach?
Susan:
As you know I’m an advocate of social media and quite passionate about the use of it for talent attraction and engagement. In a way it’s good that some recruitment leaders are still skeptical. There are several aspects of social media that should be thoroughly considered before moving forward with a visible online network presence. Diving into social media too quickly can cause a lot of harm to a brand. Recruiting leaders can benefit by taking the time to not only understand the nuances of social media but, more importantly, frame what it means for their brand –
- What are they trying to accomplish?
- What does it take to build, nurture and engage an active community, or communities?
- How will the recruitment function manage active communities to keep content fresh and interact with talent?
- Which communities are a fit for the brand and the type of talent they want to attract?
- How will the social media presence integrate with the employment brand strategy?
A Talent Strategy Conversation with Susan Burns - Part 1
Posted by Jason
One of the great outcomes of spending time on social networking sites like twitter is the opportunity to engage with and meet people worldwide. Earlier this year I met Susan Burns - first online, and then a few months later in-person at a Conference. Since then, I’ve grown a tremendous amount of respect for her thoughts, views, and strategies around talent. I recently had the opportunity to catch up with Susan to discuss Talent Strategies.
Jason:
Focusing on talent, what do you see as the biggest opportunity (or opportunities) for organizations to consider as we plan for 2009 and beyond?
Introducing TalentManagementTech.com
Posted by JasonIntroducing TalentManagementTech.com - connecting HR, Recruiting, and Technology.
TalentManagementTech.com (a.k.a. “TMT”) contains the worlds largest searchable directory of talent management technologies and services. There are now more than 1,000 firms, technologies and services listed — for the more than 100,000 HR professionals to discover, and share experiences as a community.
RD Whitney, CEO of OnRec USA and Founder of TalentManagementTech.com said, “Think of it as a trade show that happens 24 hours a day, 365 days a year. Meet, learn, and share tips as your organization adds productivity tools to the HR process.”
You can register for free in less than 2 minutes.
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Why are Employees Considered an Organization’s Greatest Asset?
Posted by JasonHow many times have you heard the gut wrenching phrase “Our Employees are our Greatest Asset”? From annual all employee meetings, to company-wide memos, the over-used phrase is out of touch.
While you could split hairs between the definitions of the two, here are a few key differences:
- Asset: An item that is owned, the items detailed on a balance sheet, an item of ownership having exchange value, and all property available for the payment of debts.
- Investment: Devoting, giving time, emotional energy, and talent for the purpose of achieving something. Investing in to gain a profitable return.
While there is some meaningful recognition behind employees being referred to as “our greatest asset”, the bottom line is most assets on a balance sheet depreciate over time, and investments will grow over time.
What other phrases are over-used?
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Is it Time for Back to School for Your Organization?
Posted by JasonAs a child, September is a time for a fresh start as you enter a new grade with a new teacher, possibly make new friends or maybe even start at a new school. It is ingrained in us to see September as the “beginning of the year” from the time we are four years old, but along the way, we get caught up in New Year’s resolutions and fiscal year ends and all the fun they can bring.
As the summer winds down, I’ve been thinking a lot about how September is really the perfect time for HR to get back in touch with what’s important for their organization and that we should all consider treating September as time for a fresh start. If your organization runs on the calendar year – you have four months to check back on how your “plan” for the year is coming along. From a retention and talent management strategy standpoint it’s a good time to look at where the organization is with yearly appraisals, or succession plans as a whole group of workers gets one step closer to retiring. If you’ve not been doing these things, it isn’t too late to start now! You just have to tackle it one step at a time.
Speaking of schools, what about the classroom? What training do you need as an HR professional to continue to grow and achieve? If you haven’t already, maybe you need to sit down and set some professional development goals for yourself. Also, this would also be a great time to check with managers and employees to see what their development needs are through the end of the year and get everything on the calendar.
And finally, the next four months is apt to whiz by just like the rest of the year, so why not start thinking now about your organization’s requirements and needs for 2009? Do you have a recruiting, retention or another HR program that needs work or extra time to get to the next level? Now is the time to lay the groundwork for new programs and secure buy-in from your team and executives.
Let’s all take a few minutes and set at least one back to school goal for our organization this “school” year and work towards getting a good grade.
Submitted by Sean Conrad for the August 2008 Talent Buzz blog contest. Sean is a senior product analyst at Halogen Software. He is a frequent blogger, author and speaker on talent management trends, issues and technology. He can be reached at sconrad@halogensoftware.com.
Talent Management Blog: BuzzLinks for 07-24-08
Posted by JasonWith the increase in gas and energy prices, has the telecommuting tipping point finally arrived?
76% of all companies in the survey were found to have some kind of succession plan in place, yet 40% of companies lacked any process or capability to identify future talent. Succession planning does not mean getting carbon copies.
At The New Yorker Conference themed Stories from the Near Future, the ever-perceptive Malcolm Gladwell focused on hiring as the biggest challenge for organizations and called it a collective crisis. Read the mismatch problem.
Viva Las Vegas! Great times, networking, education, and twittering, Kennedy Information’s Recruiting Conference this spring is from May 13-16, 2008.
Kennedy’s Anna Brekka, Senior Director of Talent Management Services kicked off the general conference sessions on May 14th.
I had the opportunity to meet with several industry leaders including RecruitingBlogs.com founder, Jason Davis, and Talent Synchronicity’s Susan Burns.
Of course, there was no shortage of “tweets’ from @kennedyinfo. Other twitter users in attendance included @jjbuss, @seerysm, @mduffy, @timcadair, @marenhogan, @talentsynch, @mbmaino, and @jobs2web.
Recruiting trends and workforce statistics were everywhere, from several recruiting leaders including:
- Steve Lowisz, President & CEO, Qualigence: “Metrics that matter are focused on behaviors associated with candidate quality and the client experience” and “Metrics used correctly advance the relationship between recruitment and hiring managers”
- William Uranga, Senior Director, Staffing, TiVo: “Managing the candidate experience through the recruiting process strongly enhances the corporate brand”, “Recruiters must take ownership of customer service (with managers, candidates, and stakeholders)” and “Hiring managers ARE the customers but they are not always right - build and set reasonable expectations”
A recap of the conference will follow this post tomorrow. Click here for real time conference / session updates. Additional conference pictures will also be uploaded here periodically over the next couple of days.
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