[Today’s guest post comes from Sharlyn Lauby, human resources professional with over 20 years of experience and accomplished blogger.]
Those in talent acquisition and talent management have a tendency to think of recruitment and learning management as two separate functions. And for much of the activities between the two, they are: one brings people into the organization, and the other educates and prepares the employee to be productive. But the reality is these two functions are very much intertwined. If we don’t attract, recruit and hire the right people for the organization (cultural fit, quality of hire, etc.), it’s a challenge for them to become a high performing contributor to the team, and a challenge for the company from day one. And, if we don’t train and develop our employees, then we’ll spend a lot of time recruiting – because employees just won’t stay.
What’s great about today’s highly configurable HR technology is that we have the ability to accomplish both: 1) recruiting, hiring and socializing the right fits efficiently and 2) giving those new employees (full-time, part-time, contingent) the systems and processes to be successful. Here are two specific examples:
Social collaboration is the process of people interacting and sharing information over a single unified platform that’s integrated with the rest of the talent management ecosystem. Most of the time when we think of social collaboration, we lean toward brainstorming or knowledge sharing. But what if social collaboration was used in the hiring process? Instead of hiring managers, we have hiring teams who are able to communicate real-time about candidates, remain current on screening and interviewing best practices via instructional videos, and immerse the new hires into the culture even before day one (more on that below).
I’ve always been a big fan of having multiple people involved in the hiring process. It creates buy-in for the new hire. When a new employee arrives, they know more than just their manager and someone in human resources. New employees have questions – often ones that aren’t in the rarely read employee handbook. They’re the unwritten rules for working at your company. Getting multiple people involved in the hiring process gives the new employee multiple places to turn for answers.
Social collaboration tools are not only opportunities to learn and share, they are opportunities to build working relationships.
Video has been used in business for a long time. But today we’re seeing a real renaissance of video being used for both recruiting and learning. On the recruiting front, collaborative video platforms give companies not a cost-effective way to generate employment brand videos and conduct virtual and recorded video interviews; they also allow them to create a library of “tips” video for recruiters and hiring managers (how to phone screen, interview, etc.). Organizations can consider talent from anywhere in the world because they’re not limited to only candidates that can meet face-to-face. Video allows interviews to happen at any time and any place and give organizations the opportunity to provide candidates with a realistic job preview before they even apply for a job.
Speaking of cost effective, smart devices have also changed the way we think of video. There used to be a time when the only video we saw was a high-end, high-cost studio production. And there’s still a place for that. But learning professionals are creating value with short, direct video content that was produced using their smart phone or tablet, and then storing and managing them in the same collaborative video platforms easily integrated with their learning management system. This allows companies to quickly distribute learning throughout the organization.
As companies look to compete in the talent marketplace, they have to look beyond the standard benefits package and old school learning courses being representative of corporate culture. Candidates want more than that; employees want more than that. They’re looking for an authentic and transparent organization that invests in their own future and their workforce. Using social collaboration and video in your recruiting and learning functions allows candidates and employees to see more of what the company has to offer and to reap its true benefits.
Sharlyn Lauby, SPHR, CPLP is the HR Bartender, whose blog is a friendly place to discuss workplace issues. When she’s not tending bar, Sharlyn is president of ITM Group, Inc., which specializes in training solutions to help clients retain and engage talent. Her off-hours are spent searching for the best cheeseburger on the planet, fabulous wines that cost less than $10/bottle and unusual iPad apps.