Four Tips To Make Your HR Marketing Reach New Heights

…HR ideas from Jeffery Giesener – – CEO

Did you know that the highest grossing action movie of all time is The Avengers, which brought together four superheroes as a single team? 

Today’s top Talent Acquisition professionals recognize the importance of recruiting great teams. They also recognize that the key to capturing recruits with superpower skills is to leverage HR Marketing.

Four Tips To Make Your HR Marketing Reach New Heights

  1. Be Where Your Candidates Are…Know Your Stats

You already know that top-tier candidates are more connected, engaged and empowered than ever before. What is rapidly changing, however, is that candidates also spend a large amount of time searching for jobs on search engines, in social networks and on their mobile devices. So if you want them to notice your company, you have to position your HR Marketing wherever your candidates are on the web (your career portal), on mobile, and through your social career pages on Facebook, Twitter, LinkedIn, and Google+.

Additionally, don’t let your IT or Marketing departments tell you what your HR metrics are. Don’t let your marketing department own your HR Marketing.

The How Too’s:

  • Hook up an independent third-party analytic reporting solution to your HR web, career, social, and mobile sites.
  • Make sure your analytics are reporting data in real-time.
  • Dedicate HR staff – not Marketing or IT – to collect, analyze and report on the key performance indexes (KPI) of your talent acquisition processes. Do so often to know your trends.
  • Continuously improve through frequent tests and retests of your HR Marketing strategy.
  1. Stop Talking and Start Listening…

The best Talent Acquisition Pros are amazing listeners. Top candidates today want a voice in their own recruiting. In fact, not only do they want a voice, they already have a voice that can broadcast positive and negative feedback about your HR brand. That means if you are not engaging candidates in two-way conversations on the web through social and mobile, they will go elsewhere (perhaps to your competition). Worse the social world can backfire on your HR Brand as candidates can make social posts that are unfavorable if you don’t listen and engage with them.

An example of a flaw in your HR brand: When you go to Career Fairs, can you take electronic applications from your candidates on-site? Are you are stuck taking business cards or paper resumes? If that’s the case, what do you think your candidates think about your brand? Why would they want to work in such a 3rd world-recruiting environment? What message does that send about your broader company?

Not being able to collect electronic resumes is simply unacceptable today. You need to locate a third-party solution and allow the candidate to give you their electronic resume. You must be able to capture it in a Talent Community or place it directly in your ATS.

  1. Be Part Of The Conversation… 

Thanks to social and mobile, candidate and employee conversations about your jobs, your company, and your culture among your candidates and employees has exploded exponentially. Today’s Tweet or sharing of a post can easily be tomorrow’s headline.

How does your Talent Acquisition team participate in the hundreds, thousands or millions, of these conversations?  My hope is that you don’t spend time talking among yourselves. Instead, you should create an environment where candidates feel comfortable talking about themselves. Make sure candidates know why they should work for and at your organization. Think what is in it for your candidate.

An example of a flawed candidate conversation procedure: Your Customer Service department goes out of its way to satisfy customers. Why should it be any different with your candidate customers? If I apply on your Career site and do not get an acknowledgment to my application or, perhaps worse, I get only a candidate auto-response, what does that say about your Candidate Service and your HR brand? You should change the terms in which you engage with your candidates. You will immediately see a better apply performance!

Now what happens post apply. What are your reoccurring engagement campaigns? Do you have them?

  1. Follow Up On Your Conversations…

Two-way engagement is the key to HR Marketing. HR Marketing is not just about pushing jobs in front of your candidates. It is about using technology, content and strategy to enable two-way conversations with your candidates. That means using the right recruiting solutions like customized Career Alerts, Talent Communities and a database to easily retrieve candidate applications by the specific job niche, location, keyword, or any other searchable data. Once you have found your candidate data, develop follow-up communication strategies that target candidates where they are on social and mobile.

An example of an ideal follow-up communication practice: A client who was recruiting for a PhD position in a niche R&D Pharma category was struggling to find candidates. Having the right technology solutions improved their ability to find and reengage past applicants in their Talent Community who weren’t originally hired. Once they started to use both a Talent Community solution and a follow-up communication strategy, they began to see a solid growth in Talent Community membership and hires. They also saw an immediate decline in outside recruiter payments and a significantly reduced hiring time.

Now… What’s Your Superpower Story?

Better Yet What Should Be Your Superpower Story?

I would be happy to have a phone conversation with you or an email discussion regarding your 2014 recruiting goals.

Email me at or give me a ring at 952-417-6955

Playing Catch Up or Leading Your Industry?

Today It Is Your Choice To Decide!  

Over the last several years, I help educate the recruiting industry, and it is one of the many factors to why my company SourceMob is growing. Catch one of the many SourceMob webinars!

Check out our #Recruiting Rocket™ BootCamp Webinar Series starting 9/30. Click below.


Looking forward to having you join us at the 6 Webinar Social Recruiting BootCamp!

I guarantee that you will learn, enjoy and walk away with tips you can use in your recruiting immediate. It’s 100% guaranteed!


ABOUT SOURCEMOB: 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 hearing from you,


Jeffery Giesener



Twitter: @sourcemob




Jeffery Giesener