Social Media Talent Staffing

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A generic staff augmentation proposal for how we work with corporate recruiting departments to apply social media to recruiting.

http://www.socialmediatalent.com

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  • Social Media Talent Staffing

    1. 1. Social
Business Staff
Augmenta2onEngagement
Overview
    2. 2. Overview• Requirement
Gathering
 – Stakeholder
interviews – Business/Compe2tor
Analysis – Social
Background
and
Experience• Goal‐Se3ng – Metrics
and
Analy2cs
 – Milestones
and
Sign‐off• Contractor
Recrui6ng – Search
and
Placement• Placement
and
ICEP
Program
Delivery – Social
Business
Primer
(KickOff) – Session
and
Individual
Training – Staff
measurement
(monthly)
and
goal
progress – Results
Comparison
(increase
in
baseline
for
top
social
performers
versus
boKom) 2
    3. 3. 
Pre‐Placement• Stakeholder
interviews• Contract
nego2a2on• Social
Policy
Review• Third‐Party/internal
integra2on
planning• Social
Consul2ng/Strategy
    4. 4. Staff
Augmenta2on• Stage
1:
Contractor
Delivery – Develop
posi2on
descrip2on – Recruit
industry
expert/social
consultant – Sign‐off
on
metrics/milestone
plans• Stage
2:
Onsite
Placement – Integrate
contractor
with
staff/outside
vendors – Deliver
ICEP
program
training
to
meet
business
goals – Execu2ve
reports• Stage
3:
Ongoing
Process
Improvement – Provide
feedback/guidance
for
change
adop2on 4
    5. 5. Project
Overview
Sample
Input Ac6vity Stakeholders/ Output ResourcesPre‐workshop
surveys
 Surveys:
Fill
out
resource,
goal,
 Client:
Stakeholders Base
level
understanding
of
terms
 informa2on,
and
technology
 and
role
defini2ons

 ques2on
surveys
in
prepara2on
for
 SMT:
princi CRM
Workshop CRM
Workshop
agenda

based
on
 survey
responses.
 
Requirements
Gathering
 Session:
Discussion
to
iden2fy
 Client:
Recrui2ng
Mgr Preliminary
findings
documentSession challenges,
opportuni2es,
 roadblocks,
processes,
execu2ve
 SMT:
DS List
of
Business
NeedsGoal
SeWng expecta2ons Preliminary
goal
seWng Roadblock
iden2fica2onSocial
CRM
Workshop
 Social
Recrui6ng
Workshop: Client:
Recruiters,
Recrui2ng
Mgr,
 Basic
training Present
Social
Recrui2ng
Program Execu2ve
ONSITE: Begin
Internal
Adop2on
strategies Tool/Profile
Set‐up Iden2fy
Areas
for
Process
 SMT:
DS,
ST
 Improvement
 Process/Program
Delivery Conference
room
with
projector,
 white
boards,
internet
access Goal
Sheets Individual/Group
Training:
Social
 Client:
Recruiters Performance
Expecta2onSocial
Profile
and
Social
Intelligence
 profiles,
social
training,
sales
Training integra2on SMT:
DS,
ST Hires
Above
Baseline ongoing,
onsite
and
remote
 Social
Tracking
 training
(GoToMee2ng)
    6. 6. Post‐Workshop
Input Ac6vity Stakeholders OutputDigital
Strategy
Roadmap Finalize
Project
Documents:
 SMT:
DS Communica2on
Plan Prepare
training
and
video
 materials
(if
necessary) Message
standardiza2on Training
materialsPerformance
Improvement Post‐Workshop
Training:
Weekly
 Client:
Recruiters Program
Measurement analysis
of
social
and
recrui2ng
 integra2on.
 SMT:
DS,
ST Pipeline
Growth Independent
requirement
 assistance Social
Network
Analysis Help
Desk
and
refinement
Metrics
Tracking
 Recruiter
pipeline: Client:
Sales
Mgr,
Execu2ve ROI 
 Measurement
of
increase
in
 SMT:
ST Hire
Tracking baseline
for
hires,
prospects,
 inbound,
evergreen.

 Employee
ReviewMarke2ng
Integra2on
 Impact
on
Online
Presence: Client:
TBD Increase
in
internal
visibility 
 Analysis
on
impact
of
recrui2ng
on
 SMT:
ST Internal
benchmarks overall
online
reputa2on.
 Increase
in
department
influence
    7. 7. Appendix
A:
Training
Documents• Tools – LinkedIn
(Sourcing) – Facebook
(Connec2on)
 – TwiKer
(Communica2on) – Geo‐Social – Blogs
(informa2on
delivery) – Video
(knowledge
database)• Sales
and
Recruiter
Training• Social
Database
Management• Time
Management
(Day
in
the
Life)• Easy
Metrics
Repor2ng 7

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