Are You Ready To Amp Up Your Recruiting Efforts in 2016?

…ideas from Jeffery Giesener – – CEO

Just 10 years ago, switching jobs was a huge decision. Like buying a new car, job mobility in the past typically only happened every 5 to 10 years. Today, however, it is common practice for key niche professionals to shop for jobs on a continual basis. Because recruiting has become enormously competitive. I am sure that your recruiting team has felt ongoing pressure to engage and battle for top talent across all skill sets (especially niche passive candidates).

Just like your marketing department has to continue finding new customers and persuading them to rebuy, recruiters must learn new HR marketing skills to search for talent on an endless basis. The world of recruiting has changed because candidates no longer want to be forced to view your jobs on your career site.

Below are FOUR recruiting lessons that you should execute in 2016.

  1. Market the Job Opportunity Everywhere

Change your thinking. Candidates should no longer be forced to come to your career site to search for jobs. Instead, you need to market your jobs where your candidates hang out online. There are more than 1.5 billion Facebook profiles; 333 Million Twitter profiles; 1 Billion Million Google+ profiles and 300+ Million LinkedIn profiles! If you are not currently receiving applies from these social media outlets – other than LinkedIn – you are missing a major talent acquisition opportunity.

Additionally, Google Search reports that more than 70% of your candidates are using smartphones and Tablets to search and apply for jobs. …Wow! It appears that giving your candidates the ability to use social media to find jobs and apply through mobile can no longer be overlooked. Nor can your CFO say social and mobile recruiting is not a priority or provide the appropriate reallocation of funding.

  1. Keep Track of Your Candidates Always

Building your own Talent Community is the first step toward connecting your company with your top talent.

Using a centralized robust candidate database to build, manage and mine a Talent Community is critical in communicating with your pipeline of talented future hires. By using an organized electronic system to manage candidate information – including profiles, resumes, conversations, notes, and schedules – you will also improve digital communication with passive candidates, giving you permissioned engagement through social, email, text and other targeted digital campaigns.

Save Recruiting Money…A Talent Community accessible by your recruiters will save recruiting costs because you will be able to tap your own database and find candidates before you move job requisitions to outside recruiters. It will also shorten your time-to-hire. Remember your Applicant Tracking System doesn’t provide all the functionality of a solid Talent Community.

  1. Stay Top-of-Mind

Marketers in e-commerce use powerful digital campaigns to stay top-of-mind and now HR Departments must do the same. With a well-organized and clean database of candidate information, recruiters can execute highly specialized talent acquisition campaigns that target skill sets, job titles, geographical locations, other important filters and even social interests and friend groups.

Having the ability to know who is in your Talent Community will enable you to not open strategically reach out to candidates with targeted, consistent, creative, and relevant messages that will turn a candidate into an apply (and, eventually, into a hire).

  1. Analyze, Learn, Improve, and Repeat

Successful marketers analyze where their sales come from and how they can improve their opens, click through and sales conversion rate. Recruiters must implement the same process. Why not use your employees and recent hires to educate yourself on what is and isn’t working in your recruiting process? Where do most of your applicants come from? Which social channels are they searching for jobs on? How much time are they spending there? Are your social accounts and company website driving traffic to your career page(s)? How long are candidates staying on your social and/or career pages? What is your cost-per-open, click, apply and hire? How can you improve any and all of the above metrics?

Do your current talent analytics provide answers for the questions above? They should and you and your team should have on-demand access to your career information.

To learn more about our upcoming social recruiting educational events and register. Click the link below or on the Sourcemob Webinar Events tab.


ABOUT SOURCEMOB: SourceMob links Internet, social, talent community and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions.  SourceMob software 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. Our solutions also enable Mobile Apply and candidate application management services to create efficiencies and lower recruiting costs.


Looking forward to hearing from you,


Jeffery Giesener


Phone: 952-807-8364

Twitter: @sourcemob  @thegies