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By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants. But job seekers may be surprised to hear just how many recruiters now use social media throughout the hiring process.

Ah, the joys of social media! It truly does expand the meaning that "big brother" is watching. I've found myself pulling back on Facebook posts by trying to stick to only positive things. LinkedIn, I feel I need a to hire a PR rep to make sure everything is in order there. Twitter, I'm not a fan of it period. But from the sounds of the article, I better learn to like and use it. Thanks for the link to the article, very good information.

I always enjoy this dynamic. It is a double edged sword and not every organization should want the use of social media in their candidates. I have conducted surveillance in law enforcement, research on teachers while working in the education field, and pre-screened inbound young Officers in the military. Its important to see what you are getting. It has become suspicious if someone doesn't have a linked in account. If a person has too many accomplishments on their linked in account however while simultaneously not having an active personal social media account as senior management I find it suspicious. We are all aware that if you want to know who a person truly is, the last place to look is linked in.

Interesting info on the Do's and Don'ts as the title of this article indicates.  Sometimes just need the reminder.   Kind of interesting how we (all businesses, organizations and agencies) seem to understand how bad these things are but just keep doing them (wrong) anyway

I found the pay for performance interesting as often time an employee needs to meet certain "basic" expectations in a review to get a raise. If they don't get the review they want and are in a union then it can be grieved. I wonder if this is why most managers of union employees don't bother to give accurate reviews because it creates more paper work and documentation of a job they don't want to do anyway (performance reviews)

The pay for performance seems to the norm in the past three organizations I have worked for. The mistake pointed out in this part is accurate, small difference in percentages between performers only goes to promote an imbalance between team members.

I am a Disney fan but now knowing a person who works there and seeing their on boarding process (via this website) it is no wonder that they are such a huge and successful company.   The website goes through, what looks like, everything a person would need to know in getting started at Disney.   I could see how helpful a website such as this would be to almost any profession.  Disney obviously has enough money to produce this website and keep it current, but I do not think that would be too hard or expensive for a school district, police agency, banking industry, military, or many other professions to implement.

My niece just completed an intership this summer with Disney. She was pleasantly surprised by how comprehensive the website and training was for interns. Eventhough she was scheduled to intern for six months, everything about the training and experience won her over to want to be a lifetime employee of Disney. Many companies could learn from this model.

I heard that the first two days of employee orientation is strictly story telling. They use the 'cast' members to acclimate employees to the Disney culture using stories. I feel like this is really in sync with Disney culture and would also be a very effective way to get employee excited about their role in the bigger Disney 'story'.

How Talent Management Technology is impacting the workplace

Industry is going to continue see expanded measurements put into place, organizations are going to have to stay abreast of all the options available to them.

Top companies like GE say identifying talented leaders early on, and placing them in stretch assignments, often before they think they're ready is an approach that works for them to support their growth strategies

More companies should follow similar formats when developing leaders.

It is very interesting to see how other organizations compare to mine with Performance Management. This information shows 3 different phases (plan, monitor, and review).

A little more information on the difference between the two topics

Here are several examples of how companies conduct onboarding.

Talented people want to get ahead, and if they don't readily find the chance with in their current situation, they'll quickly seek it elsewhere.

Forbes article

Good article, nice to see the 7 C's and an observation point from a leadership level owning up to be a contributing factor for new employee success rate.

There it is again with that compatible non-sense. That is why organizations get jammed up in lawsuits, and lose huge sums of money. Its a whole new generation of employers thinking that they should hire based on "Cultural matches" which are made up in the first place. That is a preference, and it cannot be articulated on the bench in front of a jury of 12. If you can't defend it, then don't make it a core competency or requirement. Make it a subfield, or a preference.

Week 2 related

Week 2 related

The article identifies a couple of pieces that are important to creating a strong culture in an organization. They include building relationships, trust, the meaning of the work, and the relationship with colleagues. This aligns with much of the previous literature we have read within this course. I have also witnessed this within my organization and department. The department spends a lot of time recruiting people and making sure they will fit the culture of the department. If they have the right credentials but do not seem to align with the culture, we will not hire them. Culture is important in the workplace.

As I read this I was drawn to section on cognitive constructs. I found it very interesting and the openness of which the author references the need for future research makes me wonder if we are getting closer to understanding the cognitive sciences or just beginning to grasp how big this issue could be.

Many of our discussions have talked about tight budgets and economic downturn. Here's a good article that shares how to focus on the core business and strengths.

Right now, there's no hotter topic within the talent management community than workforce planning. The reasons are simple: with the current economy driving revenues down dramatically, many senior executives are examining how to plan ahead in order to increase their firms' capabilities, reduce costs, and survive the economic chaos likely to continue for some time.

Couldn't agree more! Our company is majorly making moves to being more mindful and data driven when it comes to how we operate even in HR.

Good common sense approach to setting the format for a positive performance appraisal.

Some key points for large organizations to have a strategy for leadership building: Never Hire in Panic, Plan for the Future & Get Everyone Involved. 

It really is about the partnership between HR and Leadership. This was a good read!

While many people have expressed concern about the trend of employers using social media to screen job candidates, can social media actually be a benefit to job seekers or employers? Find out in this Q and A interview with Chirag Nangia, CEO of Reppify.

How to.....

Great site with good practical knowledge that can be used by those hiring and seeking employment.

Good information on generational Onboarding processes