TalentNet Dallas 2014 (90)

A Whole New World

By Maren Hogan, originally posted on the Brave New Talent blog

We’ve been busy little bees over here atBraveNewTalent, trying to incorporate new features, update campaigns, onboard new clients and spread our community tentacles to the farthest edge of the globe. Meanwhile, back on the ranch, in the States I’ve been trying to build upeducation around Talent Communities. And it’s not easy. For many, Talent Communities are just an HR Tech salesperson’s amped up consumer communities (nope), for others, they’re a proprietary network that only goes one way (not that either) and for still more the very concept is vague and ambiguous and doesn’t really mean much in the grand scheme of things.

At TalentNetLive (#TNL for you Twitter youngsters) Monster’s Matt Charney and myself decided to see if we could get to the bottom of the Talent Community issues and thought (rightfully so) that the quickest way to decoding a Talent Community would be to define it. But even at this embryonic stage, we found ourselves trying to manage consensus, and it wasn’t easy. But thanks to many smart corporate recruiters and curious and intelligent HR Professionals, we were able to come up with some standards:

– Rules of Engagement. Whether they’re set by the community manager, common knowledge within in the confines of the community or simply emerge as a sort of communal martial law, rules of engagement are a community commonality.

– Common Interest. In many communities, this is because everyone DOES the same thing or is interested in the same thing. In Talent Communities, it can be that or the Employer and its internal advocates can serve as the “nucleus of shared interest”.

– It has to be at LEAST two way. Carrie Corbin from AT&T cited some pretty incredible statistics but was quick to point out that her network was not a proper community as there was no interaction from the community back to AT&T. It was all one way.

– Communities tend to be transitory. Particularly Talent Communities. People join for a time, then lurk, the participate and finally move back to lurking and/or becoming a “tour guide” for the community itself.

What are some of your must-haves for talent communities? Did you build it yourself or use a platform? Any ideas on what a Talent Community is NOT?

Here is how we’ve defined it here at BraveNewTalent: “A Talent Community is a place, sometimes online, that is created for targeted, qualified individuals to engage with company representatives to develop a sustainable pipeline for sourcing, recruiting, training and development.”


Posted in Blog.