Leadership And Talent Management

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Introduction

In the modern world, it is necessary that organisations have technological implication is essential for success. Without technology, it can be difficult for organisations to maintain its success in the business world. However, Church et al. (2015) are of the opinion that technology can sometimes be the cause of the waste of talent. This is mainly because the talents and skills of the employees are depleted by the excess use of technology in every department of an organisation. Scientific research on the innovation of the technology related to innovation is limited and so no such evidence exists on such a method. Hence, the use of the traditional method of identifying the talents and potential of employees is so that the dependence of technology can be reduced. The commentary provides a detailed analysis of the challenges that industrial-organisational psychologists face while implementing this technique. The position identified in the article is analysed and an elaborate version of it is provided so that it can be applied to organisations.

Critical Challenge

One of the growing prospects in modern organisational development is the search for raw talents. Talented employees are required so that an organisation can maintain its productivity and efficiency. In order to do so, it is necessary that the managers find ways to recruit the people either from the local environment or from areas outside the locally. Presently, with the advent of technology, the employers use social media and other job portals to find out talents. Employees seeking employment also focus on these social media and job portals to come in the view of the recruiters. In the words of Al Ariss, Cascio and Paauwe (2014), these job portals and social media provide a detailed persona of the employees and the employers. This reduces the job profiles of the recruiters as the required information and criteria about recruiting are already found in the social media platforms. However, Deery and Jago (2015) stated that there are certain challenges that exist while recruiting for candidates using the social media.

One of the most important challenges that the recruiters face is the ability to use the application. The candidate profiles in the job portals can be accessed instantly as per the requests of the recruiters; however, the social media profiles pose a concern as the candidates normally keep these profiles in privacy. This may create a sense of disturbance for the recruiters as at times, the employers look towards understanding the candidates by the activities they carry on in the personal lives. This acts a background check of the candidates that can be used as a code of reference while seeking employment. Collings, Scullion and Vaiman (2015) stated that identifying the true self of an applicant is essential so that the position of the candidate in the organisation can be determined. The challenge in this regard is the fact that the candidates may remain cautious of the employers and makes change the behaviour patterns so that they can remain on favourable terms with the employees.

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