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

Marketing experts have identified an aspect of HRM that is critical to their discipline. That is employee engagement as that positively impacts customer experience. Motivated employees provide much better service to customers as they own the culture at the organization. Peer-to-peer feedback also improves as newer recruits get positive vibes from the longer serving employees. A perfect example would be Zappos where talent managementis given top importance and employee satisfaction reflects when these people in turn interact with customers in this highly customer-centric industry. Many of the other smaller companies though are not providing due attention to employee engagement.

Source:  http://www.1to1media.com/view.aspx?docid=35723

There has been much debate as to the importance of technology for the purpose of talent recruitment. These recruitment tools help organizations to sieve through mounds of data but the final selections require the human touch, Thus certain precautions need to be taken that have been identified over a study commissioned. The interview process needs to be conducted by recruiters but structured guides must exist to guide the persons involved. Candidate profiles must be tracked using technology so that unnecessary data can be rejected easily. For this business analytics must also be used as that will help close the process earlier while also helping the recruiters to analyze sources which are providing best leads. Aspirants need to be marked against a scorecard where parameters will be predefined.

Source: http://www.greenhouse.io/blog/finding-great-talent-the-intersection-of-recruiters-and-recruiting-technology

Management consulting publication Forbes has documented seven executives’ opinions on best sources to hire technology personnel. Matthew Kolb of names.org firmly believes in division of labour which is why he feels that a professional recruiter cannot be replaced in what he / she does best. The old boy network needs to be tapped to get the best of personnel from within the industry, feels Thomas Griffin on Optin-Monster. Lisbi Abraham from Andela feels that while technology has eliminated many traditional sources, yet new methods are not searching untapped markets, simply rehashing old formats. With manpower stagnating in many developed countries, talent recruitment efforts must now be directed overseas where large pool still exists untapped. Pete Kistler from brandyourself.com has an unconventional take on this as he feels that existing app developers must be enticed to part with their independence and join the company. As per Ashley Saddul of recruiter.com, social media tool LinkedIn’s importance is ever growing in the field of recruitment. Networked Insights’ Bradley Burke feels that one must not restrict recruitment towards these tools mentioned alone, but in fact these days it can happen literally anywhere.

Source: http://www.forbes.com/sites/forbestechcouncil/2016/03/01/where-do-you-recruit-your-technology-hires-seven-executives-share-their-strategies/#7c1ed00e68c1

A forum recently acknowledged the best places to work in the plastics and allied industry. Some of the organizations thus mentioned includes the likes of- Trilogy Plastics Alliance from Ohio, Asaclean-Sun Plastech from New Jersey and Techmer PM. Wisconsin based film equipment maker CMD Corp. also features highly in the list. This organization is full of experienced candidates but is revamping its work procedures in order to attract millennials. A regular member of such lists Dymotek Corp. from Connecticut finds a mention yet again. San Diego based Ridout Plastics particularly excels at talent management as employees are accorded flexible work hours. Metro Plastics from Indiana, Precise Mold & Plate also from Indiana and Dallas based Klaston occupy the next few spots. On top is Chase Plastics Services based at Michigan state.

Source:  http://www.plasticsnews.com/article/20160304/BLOG01/303049994/what-we-learn-from-great-places-to-work