1. FB-TW-RSS-IN HRM
..Role In Talent Management Is
Become More Pronounced
-Report By Team Panache
MET AdgaonNashik

2. 2ndthApril 2012 HRM 2
What is Social Media?
Social Media is a place where netizensacross 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
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 1920’s and 30’s companies could plan to stay in S&P 500 for 65
yrs but this dropped by the end of 1990’s 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.

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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.
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 it’s 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 it’s
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.
It draws attention to a wide spectrum of employer and
employee views and behavior. GautamGhosh, 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

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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.
"Those handling social media need training and must not be forced
into such engagements," says BraveNewTalent'sGhosh.
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.

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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.
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
candidate’s 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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