Getting on Track for Workforce Integration
To say that everyone is on social media these days is probably both an overestimation and a statement of the obvious. Recently I’ve caught myself saying things like, “I’ll catch up with you on Facebook.”, and “I’ll have to tweet that…” But social media is more than just Facebook and Twitter. There is more to it than simply checking in on Foursquare or pinning your interests on Pinterest. In actuality social media is an integration of all of these applications for an individual’s social network. When I tweet something, it links to my Facebook page. When I post a YouTube video, it links to my Twitter page which posts to my Facebook page. And all of the social network interactions come directly to my mobile devices. This is 21st century technology in practice. We’re all connected and all of the methods of social interaction are integrated.
This is not exclusive to social media, in fact if there would be one common denominator to describe the rapidly accelerated pace of today, I submit that it would be integration. In HR there are so many processes and so much data that it can seem overwhelming to attempt to tackle it without the help of an integrated team. In some smaller businesses the tasks are spread across the entire company, effectively making the HR function a priority for everyone. Larger organizations can afford to beef up the HR personnel and segment the HR department into several distinct teams, with more specialized areas of focus.
For many organizations the talent acquisition process, specifically in the areas of social media, is quite similar to the individual social media integration as described earlier. In this instance technology has created the platform for ease of integration. And there is no shortage of HR software to help in the total workforce solutions space. In an era of rising costs the difficulty is in knowing what is needed and what is not. The top priority is getting HR and HR business partners in agreement on what the first step toward integration should be. In an upcoming webcast, HCI will present the case of the Swiss company Firmenich and the course of action that was taken to implement a cost-efficient and innovative talent acquisition process. A single workforce solution provider was vital in assisting Firmenich to recruit and manage a blended workforce of full-time and contingent workers.
Although this type of vision is not easily attained, HCI is equipped to help organizations realize the full potential of modern talent acquisition solutions. The HCI Talent Acquisition Strategist Certification can point the way for those in talent acquisition to make data driven decisions and create an overarching strategy for their organization’s recruitment process.
With so many options available to HR professionals it is imperative that the decision is made based on strategic needs. Truly there are multiple solutions to every problem, but there is also a best solution as well. The trick is being able to choose that path without the benefit of hindsight.