…HR Ideas from Jeffery Giesener – CEO – SourceMob.com
Where are your niche candidates?
The HR brand that you have developed on your web and social career channels to attract candidates must continue inside your career pages, applications and hiring process. Your brand is not just a show to be seen from afar. Instead, it must be inspiring and immersive at all times.
Today, I see that in many cases, when candidates respond to your apply call to action, your employer branding magic ends: you transport candidates into the bland environment of your Applicant Tracking System (ATS).
Where one ATS fits all.
As a result of the one-size-fits-all ATS, which was designed for the recruiting industry, a large number of candidates drop off during an often antiquated application process. As a result, you lose the ability to augment your pipelines and worse, you do not address passive candidates.
You need to reconsider the role of the “apply” button. If you push candidates directly from your home page, career website or social source, directly into your ATS, you’re skipping the crucial and vital part of the social candidate experience. Consider driving candidates from your career site, social pages or job boards directly into your Talent Community. Your Talent Community supplies engagement and conversation with key tough-to-find candidates. Remember, candidates are candidates before they are applicants. They are the ones feeding your pipelines!
From my seat, it is clear that recruiters are not following through with this mission. According to a study from Recruitment Buzz, less than 40 percent of job candidates said they had a positive apply experience. This percentage is way too low, and is problematic for candidates and recruiters alike. What is your ATS analytics showing you? I sense it’s showing you similar numbers.
According to the study, 73 percent of candidates would tell their inner circle about a positive job experience and 62 percent would share a negative experience. Additionally, 28 percent of candidates would share a positive experience on social media and 17 percent would do so for a negative experience. This means how your candidates feel about their hiring experience affects current and future Talent Communities. A positive experience will open more doors for exceptional candidates. A poor experience, and your recruiting is moving into the “Doom Loop.”
You need to do everything in your power to give candidates a positive job search experience. Given that Millennials are going to make up 75 percent of the global workforce by 2025, catering to their needs is a good place to start. Here are three ways to improve the candidate experience for Millennials:
Get Social With Them!
If you’re not using social media in your recruiting process, you’re missing out on the majority of your young talent pool. Ninety-six percent of Millennials discuss their job search with others both in-person and online, and more than 30 million students and recent graduates use LinkedIn, Facebook, Twitter, Google+ along with the other social channels (YouTube, Pinterest, Instagram) to find and share jobs. Social media makes your hiring process much more transparent to job seekers, which is an attractive quality for Millennials.
How are you using LinkedIn and your other social channel profiles? Is your LinkedIn profile geared to finding you your next job, or should it be used to engage with your hard-to-find candidates? Remember, your LinkedIn profile drives both LinkedIn Search as well as Google Search, so if you want to be found by candidates, make sure your Linkedin profile targets your candidate audience.
Nearly nine in 10 Millennial job seekers are optimistic about their job search, but a negative candidate experience from your company will discourage future Millennials from applying.
Make a strong effort to cater to your candidates and you will succeed in finding the best talent in your industry.
Playing Catch Up or Leading Your Industry?
Today It Is Your Choice To Decide!
I help educate the recruiting industry, and it is one of the many factors to why SourceMob is growing. Catch one of the many SourceMob webinars!
LinkedIn: How to Have Candidates Find You
September 16th @ 12:00 pm – 1:00 pm CT or 1:00 PM ET
Great! Jeffery and Nancy are authoritative and approachable in their tone. That isn’t easy, but it sounds easy when they do it! I can tell they have the audience well in mind during the presentation, as well as during the preparation process.
—Chase Foreman, Fidelity Services
You will learn how to optimize your profile and find more candidates in this jam-packed webinar of recruiting tips you can use today!
- Rebuilding Your Recruiting LinkedIn Profile
- Expanding Your Connections
- Using Advanced Search
- Leveraging LinkedIn Groups
- Finding Your Ideal Candidates
Join SourceMob’s Jeffery Giesener, CEO, and Nancy Ritzman, VP of Client Services, to learn how to make LinkedIn work for your recruiting efforts. Sharing lots of tips, they will show how to deliver more top Passive and Active candidates to your organization.
Please feel free to let your colleagues know.
Plus Extra Exclusive Bonuses!
100% Money Back Guarantee!
ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community, HR Analytics, 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 integrate and 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+, plus 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. You won’t need your IT Team or HR Department to implement them. That is the beauty and ease of the SourceMob platform.
Looking forward to hearing from you,