A generic staff augmentation proposal for how we work with corporate recruiting departments to apply social media to recruiting. http://www.socialmediatalent.com

1. Social Business
Staff Augmenta2on
Engagement Overview

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)
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3. Pre‐Placement
• Stakeholder interviews
• Contract nego2a2on
• Social Policy Review
• Third‐Party/internal integra2on planning
• Social Consul2ng/Strategy

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
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5. Project Overview Sample
Input Ac6vity Stakeholders/ Output
Resources
Pre‐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 document
Session challenges, opportuni2es,
roadblocks, processes, execu2ve SMT: DS List of Business Needs
Goal SeWng expecta2ons Preliminary goal seWng
Roadblock iden2fica2on
Social 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 Expecta2on
Social 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. Post‐Workshop
Input Ac6vity Stakeholders Output
Digital Strategy Roadmap Finalize Project Documents: SMT: DS Communica2on Plan
Prepare training and video
materials (if necessary) Message standardiza2on
Training materials
Performance 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 Review
Marke2ng 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. 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
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