Few technologies or processes hold the enormous potential of social networking for changing organizations’ talent management effectiveness. Indeed, a new “Next Practice” has emerged in which organizations can easily map the depth and strength of the connections between employees, customers and suppliers and then turn that information to their advantage.
Yet little is known and understood about this powerful process. The vast majority of HR and non-HR executives don’t yet know about these techniques. This presents a real opportunity for early adopters to gain competitive advantage.
I encourage you to look into the following:
How Social Network Analysis can impact and improve each element of the Talent Lifecycle, from recruiting and development to Leadership and performance management
How Recruiting and Onboarding are the first two talent management areas where networking practices are making a profound difference
How to get out in front of a practice that is likely to revolutionize talent management