MANAGING in the

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Ever since Facebook Messenger opened up towards modifications, chat bots have been added by various developers. Some of them have simply been for fun and frolic but others have developed useful applications. For example there is Job Pal, which is helping out with talent recruitment. Random questions are asked to users on the premise of networking but if the conversation goes well, a job offer is made right on the spot. Several companies have been enlisted for such services including Uber, PayPal, Citymapper and Hailo. There have been some failures in related organizations such as at Microsoft.

Source: http://digiday.com/brands/new-facebook-chatbot-help-find-next-job/

Certain traits enable a select list of people to have the ability to attract the best of talent. Alice Waters, chef at Chez Panisse in Berkeley, California is one of them. Several top chefs have such as Judy Rodgers, Joyce Goldstein and Jeremiah Tower have worked under her and gone on to win laurels in their field. She is extremely good at the art of talent management. But in this respect she is not alone as in several other industries some such unique names exist. Some examples of that are Ralph Lauren in fashion, Gene Roberts in media, Julian Robertson in finance, Larry Elison in technology and Bill Walsh in professional football. First of all they select the right candidates but ensure that once selected, they do slog. Such super-bosses also possess good networking skills and this rubs off on these new recruits. Once a reputation establishes, recruitment becomes easier to the extent that existing employees end up being job advocates for the company.

Sourcehttp://www.strategy-business.com/blog/How-to-Become-a-Talent-Magnet?rssid=all_updates&gko=6d6de&utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+StrategyBusiness-AllUpdatesFullPics+%28strategy%2Bbusiness+-+All+Updates+%28Image%2FSyndication%29%29

A study conducted by the Forbes group has identified ten steps that must be taken up in order to excel at talent recruitment. First of all bureaucratic work policies must be gotten rid off as they negatively impact innovation at workplace. Unless regulatory or safety compliances are challenged, step by step processes must be replaced by greater fluidity. Compensation matters and thus organization which plan to succeed in the long run must pay at least industry average or more. Corporate training of management must aim towards instilling in them a management style that focuses on trust and not fear. The work place environment must be relatively relaxed and fun with less focus on arrival and departure timings but more on actual productivity. Open communication must be encouraged at all levels. A strong work culture must be developed at the organization so that employees themselves become advocates for fresh recruitments. This strong work culture must be emphasized on at all times. Less reliance must be made on recruitment software and more on the human touch. Interviews must be more of interactions and less formal so that the candidate can speak freely.

Source: http://www.forbes.com/sites/lizryan/2016/04/08/do-these-ten-things-well-and-hire-great-people-easily/#17f4e4aa76ba

Several mega organizations such as Adobe, Cargill and Accenture have done away with performance management reviews. In fact it was understood post studies conducted that managers spend a stupendous two hundred hours per year on performance reviews. In order to be more conducive towards talent management, the process to evaluate performances has been made simpler. It is more user-friendly by nature now. Business analytics now tracks performance insights using sophisticated and quantifiable data. Collaboration is greatly boosted as a result of this simplification. Companies have even started this concept of pulse surveys where questionnaires are delivered to employees’ respective inboxes. Others are even gamifying their performance evaluation.

Source: http://www.business2community.com/human-resources/performance-management-software-will-change-way-business-01489777#EJseE6Dl5iy3MfTe.97

A study commissioned has identified three ways by which the art of talent management is undergoing a change thanks to technology. Algorithms are now being used for hiring decisions. Research firms such as Entelo and Textio are gauging business intelligence to deduce important traits and qualifications among applicants’ pool to cut through time spent on recruitment. GE’s employees now have an app specifically designed to help them provide feedback on work culture and products. It also helps engage employees with the management. People analytics are now being worked on. This is radically different from training analytics or other such tools, as they measure the effectiveness of employees over a range of activities across a span of time.

Source: http://www.forbes.com/sites/forbestechcouncil/2016/03/17/three-ways-technology-is-transforming-talent-management-in-2016/#176937b1f05a

Certain indications at organizations are clear giveaways that those companies know very little about the art oftalent management. It starts with recruitment where if the process is fast and warm with a human touch, it means the people concerned value the efforts of the applicants. If on the other hand, the process is slow, cold and involves bureaucracies, then little attention is paid towards the talent. Another indications is if all employees are rigidly time bound to arrive and leave office at same minimum time without due considerations towards flexibility. Also the evaluation process at such places is flawed as all employees are scanned rigorously under the same parameters. The communication at such places is loud, hierarchical and instructive rather than involving the people. Finally, such organizations do not exude honesty in dealings. There exists a lack of transparency.

Source: http://www.forbes.com/sites/lizryan/2016/03/11/five-signs-your-company-is-clueless-about-talent/#6a3ac14a6676

In order to excel at talent recruitment, time is of the essence. Due to the massive chunks of data created today, it is essential that communication be conducted swiftly. When positions have not been filled up on time, companies have ended up losing money as per a study concluded. Also when aspirants do not receive acknowledgements, it creates wrong perception of the organization. Even if candidate is not finally selected, a mail acknowledging that the CV has been received must be sent. This trend all the more strong with the newer generations of recruits who are now flocking online forums for their needs. Steps in the positive direction have already taken place with STEM hiring in particular doing well using such model.

Source: http://www.forbes.com/sites/meghanbiro/2016/03/04/hurry-up-speed-is-key-to-recruiting-the-best-talent/#3d8ed0804bc2

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