HR ideas from Jeffery Giesener – CEO – SourceMob.com
Yesterday I went to see the new movie “SPY” with Melissa McCarthy, Jude Law, Jason Stathum and Rose Byrne, written and directed by Paul Feig.
Here is the synopsis: A desk-bound CIA analyst volunteers to go undercover to infiltrate the world of a deadly arms dealer and prevent diabolical global disaster. (source: IMBD.com)
When I saw the Rotten Tomatoes reviews they really caught my eye; 95 percent critic score and 86 percent fan score. Wow. That was enough to put me in the movie seat.
First, some background. Anyone who knows me well knows about my passion for watching movies on the big screen. I am a habitual moviegoer and have a multitude of paid on-demand movie services as well. I have seen all 100 of the Netflix 100 films. (To anyone reading my posts, I would delight in speaking movies with you and if you want my critique, just write me).
Now what was so enjoyable about the screenplay for SPY was its twist on traditional spy roles and how they were played out. I don’t want to give away the content of the movie, but it got me thinking about what candidates are doing in the hiring process and how their “SPY” roles have changed. And yes I do have a strange way of thinking!
- I sense you already know many of your candidates do not want to be forced to return to your career site every time they want to view your jobs. That is a flip in traditional recruiting roles. By the way, if you can get them, just look at your analytics and what they are telling you. What is your “bounce” rate, meaning how many visitors come to your career site and immediately leave? Also, how much time do candidates spend on your site?
- For a long time now, candidates want to lurk first, set up relevant career alerts, have recruiter chats and link up to career notifications before a formal apply process begins.
- I sense you already know that the current Applicant Tracking System (ATS) apply process is working less and less and therefore your Talent Acquisition team needs to be strategizing what to do about it at this point. Just look at your ATS defection rates, but who will give you those? Ahhh — that is a tip off.
- Is it right for you to just ignore or accept these defection rates, which according to ERE.net, are somewhere between 40 to 90 percent? Remember, these solutions were built in the early 2000s, have rarely been updated easily and do not meet the specs of the web savvy, social and mobile candidate today.
- Now review how your personal work roles have evolved, or have they? How are you working? Are you embracing new recruiting innovations, or are you still working the way you have always worked? Simple question: How much time do you spend on social recruiting outside of using LinkedIn?
I used to not be a big fan of McCarthy, but she is hitting her movie comedic stride and SPY comes behind the big 2013 hit, Heat, with Sandra Bullock, which I also highly recommend. Of course, both movies wouldn’t have been nearly as successful without stellar marketing.
Have you added any of the following HR marketing programs to your sourcing efforts? And please no excuses here such as, “My marketing or communication team handles all of our HR marketing.” If that was the case, why aren’t these people hiring your talent too? Marketers are good to drive sales and more consumer purchases with a promotion mentality for your products. But are they good enough for the most important asset your company has, its people.
So back to HR marketing, which your Talent Acquisition team should own. Be sure to evaluate if you’re doing the following:
- Revamping your career and career social sites to make it interesting for candidates to learn why they should come and work at your company.
- Creating opinion and testimonial video snippets of 1-3 minutes to enable candidates to hear directly from your employees and hiring managers, especially in tough-to-recruit-for niche areas of your company.
- Content is king, so your company should be taking the mike and owning the recruiting leadership in your industry. What a great way for companies to leap frog their competition
- Establishing a LinkedIn Group for your company. Manage and promote it to your top talent.
- Making sure you have engagement on your social channels. Monitor and engagement is the motto here.
- And don’t forget the growing power of mobile recruiting. Today companies we are working with have 10 to 40 percent mobile visitation on their career and social career channels.
If the above resonates with you and you want to also “SPY” ahead of your recruiting competition, simply reach out to me at jeff@sourcemob.com or phone 952-417-6555. Please no excuses here such as “no time” or “don’t know how.” It’s time for you to pivot and change your role too.
ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob’s IT, Analytics and HR Media Services distributes job content and conversations 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 efficiencies and lower recruiting costs.
Looking forward to hearing from you,
Jeffery
Jeffery Giesener
CEO/Founder
SourceMob.com
jeff@sourcemob.com
952-417-6955