ideas from Jeffery Giesener – SourceMob.com – CEO
Below are FIVE KEY ways to lower your overall cost of recruiting.
How many are you doing and how effectively?
In recent prospect appointments, we asked how the Talent Acquisition Team was planning to lower their cost per hire? Since they indicated doing so was high on their priority list, we wanted to know what they were internally thinking. As such, I would have expected these companies to have a solid strategy to lower their recruiting costs.
I can’t tell you how frequently we hear this comment about lowering the cost of recruiting from prospects and clients alike. In fact, from my seat it should be right at the top of your list of initiatives for 2013/2014. Then the how you did it should be demonstrable to your boss and your boss’ boss. Why, because if you are not being asked to do this now you soon will be by your boss…Trust me.
What confuses me is when we ask how the Talent Acquisition Team is planning to accomplish the lowering of their cost of hire, That’s when the “deer in the headlight syndrome” typically blankets the room.
But last week the fun started. Heck, this Talent Acquisition SVP was a smart cookie and interesting enough, he challenged me/us by saying, “If we knew what we need to do, then why would we need SourceMob and you, Jeff? So perhaps you can tell us how SourceMob can help us recruit and as a result lower our overall recruiting cost.” I just love that kind of candid challenge.
That got me thinking, how many of you are thinking the same thing! So, below are five key ways we help our clients lower their cost of recruiting. How many are you doing and how effectively?
Way #1: Mobile Recruiting – Mobile DirectApply™
Do you have a mobile recruiting solution that distributes your jobs efficiently and effectively for mobile enabled candidates? Do your mobile tools not only enable candidate to search your jobs on a mobile smartphone and tablet device, but also enable them to apply on these mobile platforms? Does this apply then seamlessly go back to your ATS or do you now have multiple candidate application databases to contend with?
If you don’t… did you know that Google is letting the Talent Acquisition industry know that job hunting candidates are doing 70% of their job searches on Google in 2013?
SourceMob clients are averaging north of 20% of mobile visitation on their Career website and the social and mobile responsive (“smart platform sensing) pages we have built for them, according to our 3rd party analytics.
So when are you jumping into Mobile recruiting…certainly hopefully before your candidates have called your competitor?
SourceMob enables you to reach candidates on their mobile phones and tablets and lets them not just view your jobs on mobile, but also lets them easily and simply apply to your jobs. Then behind the scenes, without any heavy IT implementation, we pass the relevant data collected back to your ATS or to SourceMob’s proprietary ATS.
The result less candidate defection (40-90% depending on ATS) and more applies.
Way #2: Building a Talent Community
You should be considering organizing your candidates into relevant community groups and having a solution which does that for them when they lurk through your job postings by category. You can even send alerts to them when a new job meets their requirements. Why will this work? Because you will have a community of candidates who what to hear from you wherever they are online, i.e., the Internet, Social and Mobile meeting spaces. From there, you will be able to build targeted email, social and mobile campaigns with double opt-in messaging directly to your candidates.
SourceMob enables you to do all of the above. SourceMob solutions are designed to be easy for your recruiters to use as they were and are, built by recruiters for recruiters. Our Talent Community solutions are highly affordable for all levels of recruiting organizations.
Lower your outside recruiting fees and shorten your hiring cycle…
Way #3: Recruit in Social Channels (Facebook, Twitter, Google+)
If you are only fishing in the LinkedIn pond for candidates, you are missing opportunities to attract solid performing candidates. And if you think your candidate is not a Facebook member, you could not be more than dead wrong. We will show you an Infographic that let’s you see that social recruiting is so pervasive today that you can’t afford not to be recruiting on all the major social channels, not just focusing your recruiting on LinkedIn.
We also often hear that we just can’t manage another social portal and LinkedIn is our go-to portal. Well, no problem when you use SourceMob social solutions, your candidates come to you from social. They are auto-pilot recruiting solutions for your recruiters, working in the background. No more sifting through tons of resumes to find a few hires. One recent case study from a client shared that they need to sift through 600 LinkedIn sourced resumes to hire just 4 candidates.
Engage and have conversations with your candidates on all the social channels.
Way #4: Optimize Your LinkedIn spending
You may feel like I am poking the LinkedIn bear, but nothing could be further from the truth. We love LinkedIn and welcome what they are doing for the Talent Acquisition industry. But what with their recent recent IPO and most likely short-term exit strategy, what does your exposure to LinkedIn look like in the next 2-3 years? I have been in the IT and IPO game for 20 years now and if you are putting all your eggs in any one basket, you are making a mistake.
Because our clients are obviously using Linkedin we have in-house expertise to help our clients improve their LinkedIn recruiting spend. How?…we help optimize your Company pages and develop innovative ways to use LinkedIn Groups.
We will make your LinkedIn spend much more efficient.
Way #5 Work with The SourceMob Network™
Are you looking for hard to find IT, Engineering, Healthcare professionals, R&D, High-tech Project Management and other hard to find candidates? You are not alone. The SourceMob Network was built to help our client source these tough (mostly) passive candidates.
We believe so much in the SourceMob Network that when you use it you will only pay us a fee based only on those candidates who get hired. Essentially we work together to determine a negotiated per hire fee which is typically 50% of your current cost per hire rate and that is all you pay us when you hire a candidate. It doesn’t get any simpler that that.
Now we know that many or all of the above SourceMob solutions should be interesting to you as you want to lower your cost per hire. So to learn more… just email me at firstname.lastname@example.org for a presentation or ring me up by phone at 612-349-2740. We will set up a presentation and I will be on the call with you.