Applying and Defecting…Is This Happening To Your HR Team

…ideas from Jeffery Giesener – – CEO


As a recruiter candidate, have you ever tried to apply through a your company’s Applicant Tracking System (ATS)? How was your experience? My sense, if you are like your candidates, you were frustrated.

Now consider what candidates are thinking, doing or worse that they are defecting within your application process?

Here are some of the many obvious obstacles I have found in evaluating tons of application processes. I will act like a candidate.

Hurdle #1: I need to log in with my personal email before I even get to see jobs. WHY?

Hurdle #2: I need to sign your terms and conditions document before I see jobs. WHY?

Hurdle #3: If you didn’t ask originally, then you will only let me see jobs if I first give you my email address to log in. WHY?

Hurdle #4: I can only find jobs chronologically by job posting date and not categorized or by location or do a search on your jobs that I like or by keyword. This just gives me tons of job pages to sift through if you a large company. WHY?

Hurdle #5: After investing a half hour filling out your job application, I get a time out message and all the prior filled out data is lost. Grrr… WHY?

Hurdle #6: If I try to look up jobs and apply with my smartphone or tablet, my application process is not mobile optimized for candidates and the web form fields are too small. . Much More Frustration. WHY?

Hurdle #7 and certainly not the final one: Not communicating to me, the candidate, that you have received my application. WHY?


What is the result at any or all of these hurdles?


MASSIVE CANDIDATE DEFECTION! (up to 40-90% according to


So the obvious question is…when was the last time you acted as a candidate and went through your application process? Why not test the process for the hurdles above? How many hurdles did you discover? Are there other hurdles you have put in front of your candidates, which are preventing them from getting their application to you?

1. Now just imagine how much it costs to bring your candidates to your apply pages through the various job advertising methods you are using?

2. Step back and consider why would you want to lose 60-90% of these candidates with a bad apply process?

3. If your CFO or COO knew this data, what would they be saying?

4. Would your C-Level be holding you back because if they knew that mobile candidates are now a minimum of 30% in some industries. Would they still not be making mobile changes a priority?

5. Would they not be provide an funding allocation to fix this issue?

Trust me, they soon may be asking you for your cost per apply and cost per hire data as a tight economy is driving these new questions from the C-Suite.

Now to get to the defection answers and to solving the hurdles above is to have a solid platform of 3rd party analytics to understand what is happening within your apply and ATS process. Relying on your ATS vendor to tell you your analytics or report defection is like letting your Financial Investment Adviser manage your money without you ever checking your bank balance. If you don’t, your bank account may be empty one day. And you wouldn’t do that, would you?

Here is three ways we have found which suits most of our prospects 1. just email at to set up your person virtual appointment to chat about your 2015/2016 web, social and mobile recruiting wants and needs. Or phone me up at 952-417-6955 to further educate yourself on social and mobile request my latest White Paper just email me at with White Paper in the subject header.

Or attend our November and December Educational Webinars. See the schedules at SourceMob,com/Events section of the website.

But the bottom line is now is the time to launch your HR Marketing strategy… And yes – you can also do it yourself…Here’s How!

Back By Popular Demand…

More than 6 Great Educational HR Marketing Webinars – Plus Many Bonuses!!

#RecruitingRocket BootCamp-2 – Starts December 2nd.

Take advantage of the Early Bird Bonus! to RecruitingRocket™ BootCamp

6 consecutive weeks of Educational Webinars plus many additional Bonuses.

Week #1 – Using Web, Social and HR Marketing Recruiting To Win Candidates

Week #1 – Leveraging LinkedIn To Optimize Recruiting Without Spending More Money

Week #3 – Using Twitter to Find Niche Candidates

Week #4 – Facebook  Recruiting – Leverage the World’s LARGEST Candidate Portal

 Week 5 – Google+ Learn How To Use Hidden Ocean Of Candidates

Week #6 – Are You Using Pinterest, YouTube & Instagram to Recruit Candidates

Plus several more exclusive Webinar Bonuses including:

Mastermind Classroom and Private Facebook Page for Peer-to-Peer discussions. 

GET the complete Webinar Series for only $450

That’s $150 off the Regular Individual Webinar Rate!

Hurry there are Only 30 Seats Left. Know someone who is interested please forward this email or retweet this offer.

Money Back Guarantee! You must be 100% Satisfied!

See for more details…


ABOUT SOURCEMOB:  We are the Leaders in Web, Social, Mobile and HR Marketing Education!        

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 seeing you one of my many Educational Webinars.



Jeffery Giesener



Twitter: @thegies