…HR ideas by Jeffery Giesener – SourceMob – CEO
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 Habits to avoid at all costs in the new year.
This is a 2-part post…
Lack of respect for your candidate:
Candidates in today’s competitive job environment expect to be treated differently than a few years ago. They want to control their recruiting process and have a relationship with recruiters where and when they want it. They want to determine where the recruiting conversation takes place — whether it’s on social, mobile, in communities or on your career website.
Not giving your candidate a mobile job experience:
Two-thirds of smartphone and tablet users already access social networks via mobile devices. And with 1.4 billion smartphones in use in 2014, marketers are doing the math — mobile marketing in the U.S. is on track to generate $400 billion in sales by 2015, up from “just” $139 billion in 2012.
Platforms such as Twitter, Facebook and LinkedIn are staking their claim, too – U.S. social media ad revenues are expected to reach $11 billion by 2017.
With this in mind, it isn’t a stretch to understand that your candidates are also looking and wanting to apply for jobs on their mobile devices. But are you prepared for them to do so? If not, when will you be prepared? What will it take for your company to get on board with mobile recruiting? If you think it’s acceptable for your company to “kick this can down the road” into 2016 or 2017, you’re sorely mistaken.
This is like saying, “Yes, you can come to my e-Commerce store, but we won’t make it easy for you to buy something.” How long do you think that business would be around? It’s my bet that in 2015, if you do not have an easy mobile job experience through mobile apply, your preferred candidate will defect and move on to another competitive company that does. The competitive landscape of recruiting is changing fast, and the mobile leverage is moving to your candidates.
Not giving a candidate the right reasons to want to work for your company:
Do you know how many candidates come to your career home page monthly? If you don’t know this analytic metric, plus how many defect from your career home page, your future recruiting efforts are in trouble. If this data isn’t at your fingertips, you’re essentially clueless about your candidate career site experience.
Not to mention you can’t see what recruiting budget dollars are being wasting when you give your best prospective candidates a horrible career site experience. Are you telling them why they should work for your company? Are you telling them what your company brand experience and your organizational culture feel like? Are you involving your employees to send this message? Today’s candidates want to know so much more than your benefits package. If you don’t know how many candidates come to your career site and then defect, how are you in a position to do anything about it?
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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.