Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces on HR and mobile, bridging the gap between recruiting and hiring, developing leaders, and ways to use the 9 box matrix that you may not have thought of.
From Forbes: Three Companies Nailing Social and Mobile for H.R
“Nine years after the launch of Facebook and 16 years after the first widely available mobile phone, the growth in social and mobile is staggering: some 55% of the world’s cell phone owners say their main source of internet access is their mobile device. Overall, these “just-in-time†users amount to 62 percent of the entire adult population. Facebook reports 751 million monthly active users on its mobile platform. All this mobile activity means billions of dollars a year in commerce – but it’s also the rapidly evolving backbone of a successful talent acquisition and recruiting strategy. Large companies are allocating big money toward talent recruitment at the nexus of social and mobile – and they’re getting big results”
From Kyle Lagunas: A Key to Recruiting Success: Bridging the Gap Between Recruiting & Hiring
“Though many business leaders track quantifiable metrics to measure efficiency in recruiting, the rest of the hiring process is rarely managed as closely. In fact, few organizations distinguish between recruiting and hiring.”
From Dr. Tim Elmore: Developing Leaders: 10 Steps to Help to Do It Through Delegation
“Creating future owners. That’s the job of a leader. That means cultivating team members who ‘own’ the vision like we do, not merely directing a group of people who ‘rent’ the vision. If leaders fail to delegate responsibilities, they will never fully develop ‘owners.'”
From Dan McCarthy: 12 “Out-of-the-Box†Ways to Use a 9 Box Matrix
“A long, long time ago, back in the days when Jack Welch was leading GE, organizations starting using a “9 box†performance and potential matrix for succession planning and leadership development. Despite its critics, the 9 box lives on. And it should – in its purest, simplest form, it works. It’s an effective and efficient way for a leadership team to assess and differentiate its talent pool, diagnose individual and organizational development needs, and identify high potentials.”
