HR and Organizational leaders face two big challenges in the context of two ever-changing realities – as the talent market booms and as job seekers turn from immediate peers to their connections and the collective wisdom of the social web. The two big challenges organizations face in this new reality are:
- How to Build an employment brand that is relevant to the needs of their talent pool and to monitor the conversations on the social web to understand how to join in the conversation
- Understand where the super talent prospective are, what they talk about and how to engage them to attract them to consider you an employer.
It is our belief that organizations will need to move away from building their presence from social networks and integrate them to build online communities for their talent pool – moving away from the existing debate about “passive candidates” or “active job-seekers”
When a person joins a talent community owned/ stewarded by an organization – he or she gives permission to the organization to have a conversation with him/her – and it is up to the organization to either mess it up by “pushing” its message or to take it to the next level by active engagement.
As this becomes more and more common – recruiters and hiring managers will move more and more into “community manager” roles and need to build and take on newer skills to augment their existing skill sets. The ability that will count will not be to tell their own stories, but encouraging participants to tell their stories.
Here’s our suggested approach on how organizations can build their talent communities: