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Thursday, February 20, 2014

Talent Network, You Complete Me (Part 2 of 2)

By Jessica Miller-Merrell 

Earlier I wrote about an emerging trend impacting the HR world in a big way. Our industry is in the transition from managing silo activities into a more holistic, integrated approach to the entire lifecycle of talent management. The HR professional can no longer approach the role with a one-size-fits-all silo approach or an out of the box plug and play system.

To optimize a company’s talent system, successful HR professionals must design customized talent systems that weave each key area of the talent lifecycle. These key areas, according to a recent Bersin trend report are:
  • Attracting and Acquiring Talent,
  • Managing and Developing Talent,
  • Extending Talent and
  • Understanding and Planning Talent.
Technology provides amazing tools that focus on the first phase of a company’s lifecycle. As mentioned in my article previously, today’s talent growth hacker can benefit from a variety of apps and services like LinkedIn, Talent Networks and Glassdoor.

TalentCircles can provide a one-stop shop in managing the necessary information so that you can grow your talent pool. At first glance, it is obvious that having one portal that can bring together social media, email campaigns, online events, video interviews, chats and online content can save time and headaches when it comes to the hiring of new talent. Finding the right recruitment tools can seem like love at first sight.

You had me at hello.

However, smart HR professionals know that growing a company’s talent doesn’t stop at the recruitment phase. What we really need is something we can lean on and grow our entire talent life cycle with. Let’s put on our talent growth hacker hat together and let me share with you some special ways you can develop your talent network using TalentCircles.

Grow beyond the honeymoon phase.

TalentCircles provides a wide range of features that span across all key areas of a company’s talent system. Here are some of the features that will allow you to optimize your resources.

Candidate profiles provide up-to-date information from your talent’s social media profiles. Easily accessing this data can be just as useful once candidates enter the company’s talent pool too, providing HR with direct access to their entire company’s social networks.

Webinars are a great recruitment tool. They also provide long-term benefits in growing the talent pool internally by engaging with employees through training sessions. Scheduling and managing attendance for those mandatory sexual harassment videos just got a whole lot easier!

Recorded questionnaires and online interviews are special features that engage and capture candidates responses with a webcam. This could provide useful information in internal surveys and reviews as well as exit interviews.

Job post feature allows candidates to easily share jobs through their social networks. How about sharing the feed so that the internal talent pool can easily share the posted jobs to their social networks too?

Circles help manage, segment and target messages to the right group of candidates. This is an excellent way to create mentor and coaching programs based on subject matter or separate and segment contract labor. Frankly, this feature is TalentCircles sweet spot, hence the name…

There are endless capabilities this feature will allow to help you grow and manage your talent system. It is secure, comprehensive and so effective compared to company-wide contact management systems.

Show me the data.

Big data. The last but not least feature that TalentCircles provides is the ability to monitor the analytics and generate custom reports of your talent network. Plan ahead and know where future gaps and openings are before they happen. Compare performance and activities to better understand the areas of growth or weaknesses across multiple circles of talent. As any growth hacker would confess, the proof is in the data.

You know it is special.

When you find that one technology platform that allows you to manage, monitor, analyze and report a variety of data points not only in the recruitment phase, but through the full lifecycle of your company’s talent network using one portal, you will fall in love.

Picture Source: Bersin by Deloitte, 2013

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs

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1 comment:

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