When Was The Last Time You Thought About Your Website?

HR ideas…from Jeffery Giesener – CEO – SourceMob.com

You’ve got one, I’ve got one, and everyone’s got one.

I’m talking about Career Websites.

Pretty much every company I speak to or meet has one.

Nowadays, it’s one of the first things companies do when setting up their talent acquisition business.

Nothing wrong with that I suppose.

The problem is though, if you’re like most talent acquisition departments (with all due respect) building your Career Website is nothing but a waste of time.

And probably a very expensive waste of time.

Sure, it might be a nice to just have it so you can answer your boss by saying “look at our Career Website isn’t it GREAT”.

But mostly, it just sits there looking pretty and doing nothing.

Point of proof:

How many of you know just how many candidates come to your Career Website monthly?

How many candidates come from the mobile phone?

How many of you have you simply listened to your Applicant Tracking Solutions (ATS) Company and followed their advice of just using a simple search page as your full Career Website?

When was the last time your toured your Career Website through the eyes of your candidates?

When was the last time you generated a candidate lead or made a hire as a direct result of your Career Website?

Are you and your HR Team using your Career Website as your key HR Marketing tool?

Your Career Website should be there to aid you in capturing candidates who want to work for your company.

It should form a vital part of your HR Marketing machine giving candidates information about WIIFM or “what’s in it for your candidates”.

Your Career Website needs to let candidates know about your company culture, your key reasons why a candidate would want to work for your company over a competitor.

You should be able to directly attribute your website as a referring source to inquiries from potential candidates.

Through Permission Marketing, you should be capturing your candidates personal information including their contact information, text and email address so you can engage with them in the future.

If that’s not happening at the moment, or not happening as often as you’d like, or at all then you need to rethink your HR Marketing strategies for 2016.

And if you are looking for ideas on how to grow your candidate pipelines in 2016, then why not join me at our February SourceMob Webinars.

You’re guaranteed to walk away with hundreds of ideas and tips you can implement in your HR Marketing immediately on your own or you can let SourceMob assist your efforts.

Join us by reserving your seat here


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





Twitter: @sourcemob


Blog by Terry Edwards edited for HCM by Jeffery Giesener