Skate to Where the Puck Will Be

wayne gHR…ideas from Jeffery Giesener – – CEO

In the recently published book Real Time Marketing by David Meerman Scott, David writes: “you can engage some of the people in real time some of the time. You can engage desktop-computer users when they are at their desks. Sometimes you can engage laptop users when they are at Starbucks. But only when users go mobile can you engage all of the people all of time.”


That’s why leveraging mobile devices for talent acquisition is the fastest growing opportunity in terms of real-time 2-way engagement and hiring conversion.


What this simply means is the use of mobile has massive implications for talent acquisition leadership around the globe. A company’s ability to contact and engage with candidates in real-time on their mobile devices is unprecedented and frankly should be at the forefront of your 2016 talent acquisition strategies.


As Wayne Gretsky says… “you got to skate where the puck is going to be”.

Is Your Recruiting Strategies Mobile and Social Friendly?

A majority of mobile-friendly job seekers are searching for their next job using their mobile devices. Google reported in 2015 that more than 70% of job searches were being done through mobile devices. If that many of your potential candidates are searching for your jobs on mobile, what is your candidate mobile experience on your career site?

  • Do they have to pinch and zoom to look for jobs?
  • Can they directly apply to your jobs from their mobile devices?
  • Is your career website mobile friendly?

And don’t forget about the use of mobile job postings on all of the social portals. For example, 87% of Facebook usage is now through mobile, 74% of Twitter usage is already on mobile, 60% on Google+ and 47% on LinkedIn.

Connecting with your top talent (the 25-34 age demographic) through mobile and social will establish connecting points to attract high-value passive candidates – those who are often extremely hard to find. If you are not focused around mobile and social recruiting, your top-tier candidates are escaping your recruiting net and moving on to your competitor.

Right about now you may be thinking…our well-known brand attracts all the candidates we need… but then you should ask yourself:

  • Do you have requisitions you have yet to fill?
  • Do you have had a hard time recruiting in niche positions especially in technology, nursing/physicians, hospitality, sales and others hard-to-fill positions?
  • What is your average hiring cycle? Do you want to improve it?

To address the above issues you have to confirm your mobile recruiting strategies are social networking-friendly. So, isn’t now the time to put mobile and social talent acquisition technology in place so you don’t loose your best talent to your competitor and ding your HR Brand? If not now, when? Because talent acquisition studies have proven that candidates are looking for companies who are meeting them on their social and mobile terms.

For example, is it easy for candidates to view a job that you posted through your ATS on their mobile devise?

Why not check out your company’s mobile and social recruiting experience?

  • When was the last time you looked at your job postings on your smartphone or tablet?
  • Did you have to pinch and zoom to see your job postings?
  • Were they listed chronologically or alphabetically without categorization?
  • How many pages of job posts did you have?
  • Could you apply easily and quickly through your smartphone/Tablet?
  • Are you posting your jobs to your company career pages on all of the social channels automatically from your ATS?
  • What was your mobile defection rate? Do you even know?

If the answer is no, or I don’t know to any or all of the above, again, you’re missing out on an abundance of quality candidates.

Bottom Line: Be sure every job listing, career site link, or external piece of information on your career site is mobile responsive and the posts you distribute to social networking sites can be accessed through mobile.

I would be happy to have a phone conversation of email discussion regarding the above and where you are going with mobile and social talent acquisition in 2016.

Simply email me at or ring me up at 952-417-6955.

Now if any or most of the points above have gotten you thinking, these are ideas and tips that have come directly out of our SourceMob Webinars and you should save your seat in our February Webinars. So click the link here and save your seat NOW!

ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community, HR Analytics and social listening solutions, HR Marketing Services and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob’s solutions seamlessly distribute conversations, engagement and job content, all done on autopilot, providing a job posting springboard to over 3.5 million candidate profiles on Facebook, LinkedIn, Twitter, Google+ and all of the major search engines. We help you engage with your candidates and capture niche passive candidates. Our solutions also enable Mobile Quick Apply and candidate application management services to create more efficiency and lower recruiting costs. Plus, you won’t need your IT Team or HR Department to implement them. That is the beauty of the SourceMob platform.

Looking forward to hearing from you…



Jeffery Giesener