The UK is becoming a nation of 'job
flirts' thanks to social networking, with 70% of workers using
social networks to find out about potential opportunities according
to a report from Taleo Corporation.
The UK Social Talent Management report found
employees use social networks to look outside rather than inside
the company, with two-thirds (66%) of respondents 'flirting' by
using social networks to enhance their career prospects outside of
their current company while less than half (45%) use them to look
for internal opportunities.
For passive job seekers, social networks are valuable for
finding out about career opportunities, and keeping an eye on
social networks is seen as an easy, quick way to identify available
jobs within their sector. This can be clearly seen from the survey
findings: 39% plan to use social networks to find new jobs, 40% to
research prospective employees, and 32% to apply for job roles.
Ultimately, employers run the risk of losing top employees by
failing to utilise these networks by choosing to instead rely on
intranets and company websites.
Office staff are active across a wide range of social tools for
professional purposes, with 72% of employees using social media at
least once a month. More specifically 21% use LinkedIn; 20% use
Facebook; 9% use Google+; and 8% use Twitter.
The report shows that UK businesses need to better understand
the potential value of a social talent management strategy. Many
companies see social networks as mere distractions for their
employees rather than recognising the tremendous opportunity that
they represent. Although many organisations (61%) have a social
networking presence of some kind, only 10% of employees routinely
use social networks internally to discuss work with colleagues, and
just one in four think that employers leverage their social network
connections. Forming a sound social network and connecting this to
a talent management strategy should be at the top of successful
business agendas in 2012.
Dave Wilkins, VP of Taleo Research, said: "Social networking is
here to stay, so to retain top talent in the current environment,
employers should leverage internal social talent practices to
better engage employees and identify top performers. Employers need
to focus on building a strong employer brand and incorporating
social media presence into their talent acquisition strategies. At
the same time, companies need to do a better job in tapping into
employee networks and self-identified areas of expertise without
being perceived as overstepping boundaries.
"Businesses who can successfully use social talent practices to
harness the collective wisdom and expertise of their teams while
also connecting with a broader pool of external talent will be
poised for success."
The report states that lack of internal investment in social
talent management and overall lack of Talent Intelligence can lead
to unnecessary turnover, leading to additional spending and
investment in external social systems. Companies should adjust
their social and talent awareness efforts to be more internally
focused, reducing their hiring requirements by creating a more
engaged and collaborative work environment, helping them to fully
realise the potential of their workforce.