As we all – hopefully – agree by now, an employer brand doesn’t exist. There is only one brand and the employer brand is a facet of this overarching brand or corporate identity.
The same holds true for talent communities. They do not exist either as an independent entity, but are a slice/slither/facet of the existing community of a brand or company.
As a minimum a talent community starts with the existing workforce and its network. This can be extended by including suppliers. In the brave new world of data transparency and richness, this community extends to customers, clients and consumers. Some of these can be easily identified as the workforce has direct contact, others could be found via the behaviour towards a brand; be it rave reviews, buying behaviour, product and service improvement suggestions, complaints (yes, complaints, people clearly care enough to overcome the inertia).
Therefore the biggest players in the talent community marketplace are Salesforce & co. Salesforce’s acquisition of Rypple might indicate that they are moving in this way and it’s certainly an area for observation and potential integration. But let’s be cautious, at this stage people might actually find it quite creepy, if their own separation of identity and interaction is overwritten without their explicit consent.
Now, that we have clarified talent communities, let’s move on to candidate engagement….
photo credit: Wikipedia