There is an interesting tug of war taking place in the world of social talent management software. Some players take the side that “social” should be a core competency of the talent platform, and hence delivered natively with that solution/suite. Others consider social a technology that should be plugged into talent and human capital management (HCM) solutions, and are developing various connectors to fit the different social tools. Yet still others are taking a hybrid approach – acquiring social technologies with a view toward deep and unique leverage of the social platform, while building plug-ins to additional social tools.
Different approaches will certainly yield different results. Integrating social to bring activity streams and social conversations into a talent process is a good first step, but even in today’s early adopter market the emerging buyers for social talent software are looking for greater benefits from their social investments. Building out (or acquiring and deeply integrating) a social platform to bring social collaboration into a suite of talent processes can be a game changer for organizations, but what if other social tools are already in use? Will the enterprise end up with too many tools, too much noise and ultimately face social fatigue?
Let the technology vendors duke out the “HOW” of “getting to social.” Buyers should instead focus on the “WHAT”: what business value is generated from these newly social applications? Ultimately the vendor needs to demonstrate, and buyers will need to prove to their own organizations, that investments in social technologies yield results such as these:
- Sustainable employee engagement, not just a short term increase from a passing fad;
- Beyond connections and file sharing – although this is a good start – improvement in how work gets done (efficiency, quality, improved productivity, cost reductions, etc.);
- Rapid access to knowledge and expertise wherever it resides across the enterprise;
- Accelerated innovation;
- Improved workforce connectedness for frictionless work;
- Revenue creation;
- Improved customer outcomes.
Look for my latest Quark entitled “Understanding the Paths to Social HCM: Evaluating Integrated vs. Embedded Social Technologies for HCM,” now available to all Constellation Research clients. I’ll also touch on this topic in my upcoming presentation at HR Technology Conference in Chicago, on Wednesday October 10, entitled “The Social Enterprise: New Tools Transform How Work Gets Done”.
Filed under: Future of Work, Mobile/Social, People Processes, Social, Talent Management Tagged: | Collaboration, constellation research, future of work, HCM, HR Tech, Human resources, Next Generation, Next Generation apps, SaaS, Social, Social Enterprise, social network analysis, Talent Management, Talent platform, Trends, Workforce Technologies, yvette cameron