talent management in the digital era.

Increasing digitalization means that talent management has to reinvent itself.

Times have certainly changed -- and just as businesses have had to adapt their workflow for the new digital age, so too do they have to adapt their approach to talent management. So how can you find the best talent pool for your company?

The new digital reality

Thanks to companies like LinkedIn, CareerBuilder, and Monster (a wholly owned Randstad company), the way employers and employees interact with one another has changed dramatically. This is true especially with LinkedIn, where just a few clicks of a button can lead the employer right to the profile of a company's CEO.

Because of this interconnectivity -- and we're not even getting into how platforms such as Freelancer and ODesk have changed the way companies hire out their contractors -- the need for employers to be transparent both with their job offerings and with their hiring process has increased exponentially.

What's more, once the new talent is hired, there is a demand for HR departments to use digital software that keeps track of all their new hires. This digital software streamlines the process of onboarding (in that it allows the HR department to transmit documents quickly and securely), but it also provides ways for the company to keep track of an employee's satisfaction. For example, many CRM (content resource management) platforms have a way in which a mass email can be sent out to the company, and responses can be tracked. This software goes a long way in helping with employee retention.

Finally, but certainly no less importantly, this new digital age allows for the development of software that not only recruits and communicates with employees, but develops them as well. The McKinsey Global Institute put it best when they said, "such tools, and the platforms that include them, can put the right person in the right job, identify gaps in skills, help employees as they gain new capabilities, chart career paths, and nurture the development of the next generation of leaders."

In short, it would behoove the modern employer to use all of the available digital software to develop, retain and recruit their new employees.