Are You Loosing Your Candidates Trust?

…ideas from Jeffery Giesener – – CEO

Do candidates TRUST your brand?

How do you know?

What TRUST talent acquisition Business Intelligence metrics are in place and are being tracked to prove what you believe?

o   Do you even know which metrics should be tracked?

o   Have you asked yourself and Talent Acquisition organization why are our Career site analytics down year over year?

o   What affect has Social Media played in our Career site visits?

o   Do you know the answers to any of this?

What happens if your CFO asks what is the ROI of Social Recruiting?

Perhaps, you’ve have even taken this one step further and asked internally why are our candidate campaign costs continue to rise while our net applies are declining?

Here is the challenge I see in the Talent Acquisition industry and I sense it is also a significant hurdle for your Talent Acquisition organization as well.

There are currently three distinct Candidate Business Intelligence silos.

Silo #1: Start tracking metrics from the beginning of a job campaign and/or from visitation from your Corporate Career pages.

Silo #2: Track applicant data through your Applicant Tracking System (ATS) Pages. When Candidates Apply through your ATS you need to know where is the candidate defection occurring, on which page and how to improve or optimize the candidate apply experience?

Silo #3: Out of the ATS, candidates are teed up for your hiring process. But have your identified your hiring process metrics? For instance, how optimized and efficient is your hiring process? Do you know your gross to net hiring metrics?

Are their other challenges? Yes…perhaps three distinct data collection silos but none of them are talking to each other.

You may be already be feeling the pressure from your CFO to lower your Cost Per Hire or Cost Per Headcount. The challenge is how to do it when you do not have the right social platform for Business Intelligence, one that provides the On-Demand data for decision making and one that reaches across all three data silos.

Do you have analysts to steer these data metric waters?

At SourceMob we have been assisting our Clients for years to navigate their Analytics road map through all three silos. Our Social and Mobile Recruiting platform is designed to identify where you can save budget, fill jobs faster and as a result lower your Cost Per Hire (CPH).

Additionally many companies outsource Analytics to SourceMob and as such we highlight where you company can lower Cost Per Hire, decrease your cost of Career Site and Applicant Tracking System (ATS) defection, improve your candidate experience which all leads to more Applies, more Hires and a lower Cost Per Hire.

The end game is to use Analytics to do more of what is working and less in the way of candidate advertising that isn’t working.

SourceMob is all about making sure candidates (especially Passive and Active Social ones) are netted for your business at a demonstrable Return On Investment that any CFO would understand and be happy with!

How many other solution vendors are even discussing Cost Per Hire or ROI with you?

Let’s schedule a virtual appointment at your convenience. Simply reach me by email at or by phone at 952-807-8364.


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



Twitter: @sourcemob