Created this "framework" recently for a workshop that we were conducting a week ago. We needed something quick to understand at which level an organization was - in terms of their use and understanding of using social networking platforms and their overall use of Digital mediums to attract and manage talents.
I'm just sharing this here, in case someone else here might find it useful. This is by no means a scientific study or tries to be one. It just made it easy for us to understand where we were better able to address their challenges during our discussions.
What we have done here was to categorize them into 4 distinct levels - one could look at this as the maturity level in which an organization was - in reference to their current efforts in leveraging the digital space for the recruitment talents.
Love your comments if any:) Tell me if you think we missed out on something here. Or if you love what we've done.
Newspapers, Job-boards and Recruiters
At level 1, talent acquisition is usually conducted via the use of traditional methods of recruitment. Newspaper listing, job boards and engagement of recruiters/headhunters to find the right talents.
Social Media Job Listings, Tools to automate Job listings on Social Platform
At level 2, talent acquisition has moved towards the use of social media platforms in an effort to leverage the potential of Social Recruitment techniques. Often, this would only entail the action of writing and posting a job vacancy via a status update via the social media platforms available.
For some, tools that are available online might be used to automate the listing of these vacancies and management of candidates applying via these mediums.
Established social communities, groups, blogs.
At level 3, the organization has created their own social communities, pages, groups, blogs and are part of other professional communities that could provide them with a healthy pool of prospective and passive candidates.
Ties in digital talent acquisition efforts with corporate marketing and branding efforts
Strong corporate branding with loyal followers.
Creates conversations and communicates with communities and groups
At level 4, HR and Marketing works as one. A strong corporate online identity is present and the “followers” are constantly engaged and informed. Information about company culture, the people that work for the company and the spirit of the company is experienced via the digital space.
High interaction between communities, groups and the organization is also found in at level 4.