Researchers have started examining how organizations have used social media in their talent identification process. It is commonly known that employers will search a candidate’s Facebook account to determine their fit for a role, but what if they took it a lot further?

Do workshops or facilitator-based sessions still constitute a value-added method for developing talents, leadership and teams within organizations? Drawing on observations from my practice as a consultant and facilitator, I propose to illustrate four fairly common organizational obstacles I have witnessed which significantly undermined the effectiveness of this and potentially other people-development methods.

The industry monitoring lab at SPB Organizational Psychology’s R&D department reviewed and selected the best applications from among the 500,000 produced for Apple iOS and Google Android systems, based on such criteria as free to download, quality content and ergonomy. 

A talent-based approach creates better synergy and helps build professional confidence by enabling people to shine at what they do best.

At a time when the job market is becoming increasingly competitive and labour shortages are commonplace, adopting a talent-centred approach is a very promising candidate selection strategy.