7 Ways To Improve Recruiting Excellence

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

Are you looking for the some secret sauce for achieving better recruiting? Well wait no more below is a list of 7 ideas that will positively change the direction of your Talent Acquisition in the age of Social and Mobile Recruiting.

Your First Key is to Focus on Your Candidate

High performing, world-class recruiting organizations focus first on their candidates.  Why is that critical? Candidates are the lifeblood of any organization. Consider this: If you look at your customer as your candidate then the stats that come out of the ecommerce world will be very impactful to your 2015 recruiting strategy.

  • 90% of dissatisfied customers will not engage or ever buy again. (Research Institute of America)
  • However, only 4% of dissatisfied customers will bother to complain (so for every one complaint you hear, 24 others go unheard). (ibid)
  • But dissatisfied customers tell an average of nine others about their dissatisfaction. (ibid)
  • 68% of dissatisfied customers who quit doing business with an organization do so because of company indifference.  Essentially, the company didn’t take the time to listen and hear the customer’s need or complaint.  (ibid)
  • Engaged customers are 68% more likely to increase purchases, than neutral or disengaged customers. (Forrester)

If you overlay the above stats and replace customers with your candidates it should come, as no surprise that engaged candidates will positively impact your bottom line hiring numbers while also promoting organizational vitality and sustainability.

Best Practices To Insure Recruiting Improvement

What are some of the best practices that ensure your organization is focusing on candidates during your recruiting process? Consider these seven and then reflect on whether your organization is doing them:

  • Engage with your candidates! Have effective conversations with them! Acknowledge them! Build processes that systematically capture the voice of your candidates – use social recruiting methods (Facebook, Twitter, Google+). Send engagement campaigns outside of the use of just LinkedIn. Then act upon that 2-way candidate engagement to provide recruiting communication that satisfies (or exceeds) candidate expectations.

Mobile Is Not Coming…It Is Here!

  • Anticipate key candidates requirements and changing expectations – it’s not only about satisfying today’s requirements, but also staying one step ahead of your direct competitors in identifying and responding to emerging candidate trends. For example as mobile becomes the future of recruiting are your career pages mobile enabled and do you have an apply process that works on mobile smartphones and tablets? I am not meaning just pinching and zooming to make these pages work but giving a true mobile apply experience for the candidate. Today Google has indicated that more than 70% of searches are already being done on a mobile device. Have you looked at what your candidate experience looks like? ERE.net also indicates there is more than 40-90% defection from mobile candidates on existing career pages and within current non-mobile ATS’s. The combination of these two metrics is earth shattering to anyone’s talent acquisition efforts and those who own the budgets.
  • Are you following the trend of building new Career Websites with focus around what is in it for your candidate and why they should work for your organization?
  • Design candidate listening posts so that they vary for different segments of your candidate populations and/or across the various stages of their recruiting relationship. For instance, new candidate applies have different engagement needs than those candidates that have been with you in your talent pipeline for a while.
  • Manage your candidate questions – ensure that they are answered in a timely fashion and provide the candidate with not just canned responses or worse not at all. Remember engagement and true real-time conversation is the norm in the era of social and mobile recruiting.
  • Measure candidate satisfaction and engagement. Use 3rd party analytics to measure your defection and drop off from your Career, Social and Mobile pages and from your ATS. Do you know your analytics and bounce rates? Today, you must manage your own recruiting analytics. Don’t make the mistake of having another department manage your analytics for you. Then make sure you check your key metrics like opens, visits, cost of applies and hires frequently. In fact do you have an ROI Calculator so you know your campaign costs and how to optimize them?
  • Unfortunately, even satisfied candidates may still defect, so measure their satisfaction and engagement levels – find out how interested they are working for your organization? How willing they are to stay connected and wait for the “right” job.
  • Segment your candidate audiences into appropriate communities and engage in communication campaigns on a regular basis to attract them into applying?

To receive more ideas simple email me for my latest Whitepaper entitled Top Ten Recruiting Department Essentials at Jeff@sourcemob.com or call 952-417-6955. You’ll learn how you can provide a better candidate experience, filling jobs faster while also dramatically lower your recruiting costs.


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 Quick Apply and candidate application management services to create efficiencies and lower recruiting costs.


Looking forward to hearing from you,





Jeffery Giesener