Save time, empower your teams and effectively upgrade your processes with access to this practical Social recruiting Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Social recruiting related project.
Download the Toolkit and in Three Steps you will be guided from idea to implementation results.
The Toolkit contains the following practical and powerful enablers with new and updated Social recruiting specific requirements:
STEP 1: Get your bearings
- The latest quick edition of the Social recruiting Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.
Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…
- Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation
Then find your goals…
STEP 2: Set concrete goals, tasks, dates and numbers you can track
Featuring 827 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Social recruiting improvements can be made.
Examples; 10 of the 827 standard requirements:
- You know a good portion of any social recruiting strategy involves sharing available positions and leveraging networks and connections to get the word out. But what if you post inaccurate listings?
- LinkedIn is the number one social media channel among recruiters. You may even be nodding at the fact that you use LinkedIn every day, but are you leveraging it to its full recruiting potential?
- What offices/departments will be accessing the recruiting system, what are the roles of the individuals accessing the system and how many people in each role will be accessing the system?
- LinkedIn can be used for building relationships through the value that you provide to people, but how do you stand out from the 97% of all HR and staffing professionals are on LinkedIn?
- Your company already posts on Facebook and Twitter about products and webinars and partnerships. Will you detract from their messages if you start adding recruiting posts to the mix?
- While you might understand the value of social recruiting, you need to show executives and management that your strategy affects the bottom line. Is there a way to measure results?
- Do you use metrics to refine and build best practices for posting jobs? As your plan rolls out, track and measure its progress. Are your posts receiving a high level of interest?
- What are the advantages of conveying a realistic recruitment message as opposed to portraying the job in a way that the organization thinks that job applicants want to hear?
- If a firm wanted to recruit people like you, how could they best identify you and where could they put a recruiting message where you are likely to see and respond to it?
- Using surveys or focus groups, ask where do they like to go, what media do they use, what organizations do they belong to, and what events do they attend?
Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:
- The workbook is the latest in-depth complete edition of the Social recruiting book in PDF containing 827 requirements, which criteria correspond to the criteria in…
Your Social recruiting self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:
- The Self-Assessment Excel Dashboard; with the Social recruiting Self-Assessment and Scorecard you will develop a clear picture of which Social recruiting areas need attention, which requirements you should focus on and who will be responsible for them:
- Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
- Gives you a professional Dashboard to guide and perform a thorough Social recruiting Self-Assessment
- Is secure: Ensures offline data protection of your Self-Assessment results
- Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:
STEP 3: Implement, Track, follow up and revise strategy
The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Social recruiting projects with the 62 implementation resources:
- 62 step-by-step Social recruiting Project Management Form Templates covering over 6000 Social recruiting project requirements and success criteria:
Examples; 10 of the check box criteria:
- Change Request: Describe how modifications, enhancements, defects and/or deficiencies shall be notified (e.g. Problem Reports, Change Requests etc) and managed. Detail warranty and/or maintenance periods?
- Source Selection Criteria: When should debriefings be held and how should they be scheduled?
- Team Member Status Report: Are the organization’s Social recruiting projects more successful over time?
- Project Schedule: Are procedures defined by which the Social recruiting project schedule may be changed?
- WBS Dictionary: Are detailed work packages planned as far in advance as practicable?
- Project Scope Statement: Will tasks be marked complete only after QA has been successfully completed?
- Cost Management Plan: Have Social recruiting project management standards and procedures been identified / established and documented?
- Human Resource Management Plan: Are Vendor contract reports, reviews and visits conducted periodically?
- Variance Analysis: Other relevant issues of Variance Analysis -selling price or gross margin?
- Stakeholder Management Plan: Does the Business Case include how the Social recruiting project aligns with the organizations strategic goals & objectives?
Step-by-step and complete Social recruiting Project Management Forms and Templates including check box criteria and templates.
1.0 Initiating Process Group:
- 1.1 Social recruiting project Charter
- 1.2 Stakeholder Register
- 1.3 Stakeholder Analysis Matrix
2.0 Planning Process Group:
- 2.1 Social recruiting project Management Plan
- 2.2 Scope Management Plan
- 2.3 Requirements Management Plan
- 2.4 Requirements Documentation
- 2.5 Requirements Traceability Matrix
- 2.6 Social recruiting project Scope Statement
- 2.7 Assumption and Constraint Log
- 2.8 Work Breakdown Structure
- 2.9 WBS Dictionary
- 2.10 Schedule Management Plan
- 2.11 Activity List
- 2.12 Activity Attributes
- 2.13 Milestone List
- 2.14 Network Diagram
- 2.15 Activity Resource Requirements
- 2.16 Resource Breakdown Structure
- 2.17 Activity Duration Estimates
- 2.18 Duration Estimating Worksheet
- 2.19 Social recruiting project Schedule
- 2.20 Cost Management Plan
- 2.21 Activity Cost Estimates
- 2.22 Cost Estimating Worksheet
- 2.23 Cost Baseline
- 2.24 Quality Management Plan
- 2.25 Quality Metrics
- 2.26 Process Improvement Plan
- 2.27 Responsibility Assignment Matrix
- 2.28 Roles and Responsibilities
- 2.29 Human Resource Management Plan
- 2.30 Communications Management Plan
- 2.31 Risk Management Plan
- 2.32 Risk Register
- 2.33 Probability and Impact Assessment
- 2.34 Probability and Impact Matrix
- 2.35 Risk Data Sheet
- 2.36 Procurement Management Plan
- 2.37 Source Selection Criteria
- 2.38 Stakeholder Management Plan
- 2.39 Change Management Plan
3.0 Executing Process Group:
- 3.1 Team Member Status Report
- 3.2 Change Request
- 3.3 Change Log
- 3.4 Decision Log
- 3.5 Quality Audit
- 3.6 Team Directory
- 3.7 Team Operating Agreement
- 3.8 Team Performance Assessment
- 3.9 Team Member Performance Assessment
- 3.10 Issue Log
4.0 Monitoring and Controlling Process Group:
- 4.1 Social recruiting project Performance Report
- 4.2 Variance Analysis
- 4.3 Earned Value Status
- 4.4 Risk Audit
- 4.5 Contractor Status Report
- 4.6 Formal Acceptance
5.0 Closing Process Group:
- 5.1 Procurement Audit
- 5.2 Contract Close-Out
- 5.3 Social recruiting project or Phase Close-Out
- 5.4 Lessons Learned
With this Three Step process you will have all the tools you need for any Social recruiting project with this in-depth Social recruiting Toolkit.
In using the Toolkit you will be better able to:
- Diagnose Social recruiting projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
- Implement evidence-based best practice strategies aligned with overall goals
- Integrate recent advances in Social recruiting and put process design strategies into practice according to best practice guidelines
Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.
Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, ‘What are we really trying to accomplish here? And is there a different way to look at it?’
This Toolkit empowers people to do just that – whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc… – they are the people who rule the future. They are the person who asks the right questions to make Social recruiting investments work better.
This Social recruiting All-Inclusive Toolkit enables You to be that person:
Includes lifetime updates
Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.