“Breaking Bad” Habits in Recruiting

…HR ideas by Jeffery Giesener – SourceMob – CEO

This is part 2 of a 2-part post…

Breaking Bad ran for five seasons on the AMC Network. The series was created by Vince Gilligan, who wanted to create a show in which the protagonist eventually transformed into the antagonist. “Television is historically good at keeping its characters in a self-imposed stasis so that shows can go on for years, or even decades,” said Gilligan. “When I realized this, the logical next step was to think: How could I do a show in which the fundamental drive is toward change?” source: Wikipedia

Since we are seeing lots of great recruiting predictions for 2015, most suggesting positive change (including my own), I thought I would take an alternative “360” approach and create a list of “Breaking Bad” Recruiting Errors to avoid at all costs in the new year.

Only use your marketing social channels for your candidate messaging:

Your marketing department colleagues are experts at Marketing Communication (MarCom) to your customers, partners and investors. But are they experts at communicating with your candidates? I have yet to find one marketing department that gets that. So why are you enabling your marketing department to own your social career sites and your candidate communications? For 2015, make sure you have your own career sites on Facebook, Twitter and Google+.

Don’t know your Applicant Tracking System (ATS) defection rate:

If you don’t know where your candidate defection is inside of your ATS, that’s another huge hole inside of your recruiting budget that needs attention. How should you fix it? Ask your ATS vendor to help you determine which page has the most defection and have them fix it, and fast. Being slow to fix is a tip off of a bad ATS. Frankly, if your ATS won’t enable you to know these facts … replace your ATS vendor.

Not providing a Lifetime Value Relationship campaign to candidates:

If you are not extending your relationships with your candidates after the original application process, you must ask yourself: why? E-Commerce marketers rely on multiple orders from their customers. Why reinvent your recruiting wheel every time a new job requisition is opened by spending a new recruiting campaign or outside recruiting fees, before you first exhaust your internal recruiting opportunities?

Not using your employee networks to find hard-to-find niche talent:

Probably the largest recruiting asset you have is your employee network. When was the last time you collectively asked your employees to help you fill niche positions? Can you do this? Do you have the right tools to do this? Right now you probably have north of 40 percent referral hires. This one is key to boosting this percentage greatly.

Let’s schedule a virtual appointment at your convenience. Simply reach me by email at jeff@sourcemob.com 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.




Jeffery Giesener





Twitter: @sourcemob