Create a networked community connecting present and ex-consultants that 1) promotes sharing of solutions and problems 2) identifies resources availability for projects
In most organizations, talent acquisition is much the norm to cope with a growing business. Just like a stock market, the bulls will rule during economic growth. When the bears rein, organizations will trim the headcount to manage costs. Such highly unpredictive management behaviour results in lost of knowledge and talent not only during bad times but good times as well.
1) Create a social media network for all employees and ex-employees 2) Dispense with the need of having an "alumni network". It is not effective. Have both present and past employees interact with each other. 3) Create channels a) along product lines for participants to share problems/solutions/best practices, request for appropriate internal/external resources with the right knowledge and implementation experiences for projects or short-term assignments. b) for the organization to communicate new product launches via podcasts, marketing brochures, or solicit feedback for beta version of the products.
1) Independent consultants (ex-employees) are able to co-exist with present employees in delivering quality project implementation and advice to clients 2) Clients are assured that top quality local product support are always available either through the organization or independent consultants 3) Management is able to manage its talent acquisition strategy more effectively and focus on growing the business 4) Additional sales can come from independent consultants' referrals 5) Organisation can focus plowing the additional capital and resources to research and development
1) Create a small social media network within facebook or linkedin that is officially endorsed by the Organization 2) Management must initiate communication to demonstrate sincerity in engaging ex-employees as partners