…HR ideas from Jeffery Giesener – CEO – SourceMob.com
We all know people who seem to know everyone…people who can get you in touch with just about anyone.
Malcom Galdwell is his visionary work called The Tipping Point (written in 2002) used the term “Connector” for those people who like to make connections and is totally comfortable meeting people and offering help in facilitating connections. It’s amazing that The Tipping point was written 13 years ago even before the birth of LinkedIn, Facebook, Google+ and Twitter.
From a Social Recruiting perspective have you thought about where are your Social Advocates (candidates) hanging out today? As you may guess, they’re hanging out in social and mobile networks. In fact, BusinessInsider.com reports that people who have 150 connections in social and mobile networks are called “Super Socials”.
Facebook is the 800-pound Social Gorilla!
Here are the numbers: 84% of Super Social’s are connecting on Facebook, 39% are on Twitter and 38% are on LinkedIn. Do these numbers surprise you? They shouldn’t.
BusinessInsider.com reports as expected, Facebook is the 800 lb. Super Social Gorilla. So if you aren’t targeting your candidate acquisition and HR marketing efforts towards your Facebook candidates you are missing a huge opportunity to engage with them and turn them into your Social Advocates.
Isn’t time to begin applying part of your marketing budget to testing and learning how to market using social and mobile HR recruiting solutions?
It is time to tell your CEO/CFO/CHRO that social hiring is not new and should be a priority in your recruiting!
Social Hiring also must have an appropriate 2015 budget reallocation!
Did you know social hiring alone accounted for over 36 million hires and has a proven to have a positive ROI any CFO would want.
Some more facts for your Management Team:
94% of recruiters use, or plan to use social media for recruiting. This number has increased steadily for the last 6 years. (Source: Jobvite)
Employers who used social media to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels. (Source: Jobvite)
Millenials are changing the recruiting industry. An Aberdeen study found that 73% of 18-34 year olds found their last job through a social network. (Source: Aberdeen Group)
Fully 30% of all Google searches, about 300 million per month, are employment related. (Source: Unbridled Talent)
While only 27% of applicants expect to be able to apply to a job from their mobile device, 43% have used their mobile device to look for a job. (Source: Indeed)
Companies that have formal candidate relationship processes (such as through software), and that track all their applicant communications, are 40% more likely to be “best in class”. (Source: Aberdeen Group) <<Tweet this stat
What other stats do you think are important as the hiring and recruiting industry transforms over the next few years? Add them in the comments below!
Tapping Super Social’s for Social and Mobile Recruiting?
Here’s how I see Recruiters and Talent Acquisition Pros, I am working with, succeeding in social and mobile sourcing. They first have identified their Super Social audiences through tagging the referring source. Then they are targeting specialized HR marketing campaigns to impact these segments or niche groups.
The intent is to enable word of mouth marketing conversations to flow through to friends, colleagues and family on Facebook, Twitter, Google+, LinkedIn, email and of course mobile texting. Imagine the viral effect for your recruiting efforts when you stimulate your employees and qualified candidates who are also in your Applicant Tracking System and or Talent Communities to drive candidates to your talent pipelines.
When you take the HR marketing time to focus on your social and mobile recruiting programs, it won’t take long for your business to see positive outcomes from your employees and candidates driving their friends and family back to your career website or social career channels to drive your talent pipelines. All you need to do is get your CFO to approve a 2-month test to see for yourself.
Learn more at SourceMob.com and how we can help you overcome passive management behaviors or to engage in a discussion on how to directly drive social and mobile with me at firstname.lastname@example.org or call 952-807-8364. To learn about our upcoming social and mobile educational events go to SourceMob.com and see the Events section on the right side of our Home Page.
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,
Twitter: @sourcemob @thegies