ideas from Jeffery Giesener – SourceMob.com – CEO
In the last week several prospects have asked, how would I suggest increasing their number of Facebook Likes, Twitter and Google+ Followers?
They indicated they can’t seem to move the needle of their Likes and Followers.
SourceMob Helps You Grow Likes, Circles and Followers
- We build your Career Centers on Facebook, Twitter, Google+ and Mobile
- We auto-post your jobs into these Career Centers without your IT involvement or HR program management
- We deliver a host of social, mobile, data mining and marketing services that will dramatically help grow your Likes, Followers, Candidate Conversations and Applicant flow.
At SourceMob.com growing Likes and Followers that lead to deeper levels of Candidate conversations, engagement and eventually into hires is the Social Holy Grail.
To that point, we were instrumental in helping PBS grow their Likes from 250,000 in 2010 to over 1.7 Million in 2011 and Sportsmansguide.com from 407 in 2010 to 110,000. And we will help you too. But the key to success in growing your social fan base is to deliver relevant conversations to wherever your Candidates want them. For your job posts to go directly to your Candidate on their Personal Social Profile Pages.
For instance, one of our clients in the Medical Vertical had a Passive candidate who was sourced from Facebook. Unfortunately the timing of the job search vs. the skills of the Candidate just didn’t match. However the professional-level Candidate credentials were so strong that the Recruiter didn’t want to loose him. So over a six-month period the Recruiter continued to engage with the Candidate through a stream of conversations in several Social Media Networks (especially Facebook), eventually creating a new position and filling it with this individual.
Another SourceMob client (a regional Accounting firm) wanted to keep social conversations going with all of their Interns who were also their best potentials for future full-time hiring. The Hiring Manager had the vision to know she could stay in touch using Social and Mobile conversations so when a position was available she had a qualified pool of Candidates to immediately engage with and hire.
Knowing Your Candidate…
Knowing How To Grow Your Fan Base…
My years of Social experience indicates that when it comes to using Social for recruiting we tend to make things more complicated than they need to be. The basic requirement is to get engagement with a prospective Candidate going, to get to know your Candidate and for your Candidate to know your Company at a much deeper level than the job description.
But the mistake that is often made is thinking that pushing job descriptions at a Candidate(s) mining LinkedIn or job boards for resumes is another form of being Social.
From my seat, I see it differently. The triple play of Social Sourcing is driving valued content, conversations and engagement as the catalyst to a successful hire. That means engaging the Candidate in a stream of relevant conversations that are two-way and respectful.
We would know much more about Candidates if we would have real conversations with them. Comfortable conversations held directly with Recruiters as if they would feel that they would be already working for the Company. And conversations where your most talented Candidates will share your job posts and engage to help you find other Passive Candidates.
But can your organization enable this level of conversation or strive for this candidate engagement?
Be Who You Are
Social Networks make it easy to get to know Candidates and for them to be themselves. Social Sourcing goes even further when a Recruiter opens a relevant and engaging conversation with their target Candidate over an extended period of time. This is exactly what happened in the two examples above. And you can bet that both these clients are on their way to growing a substantial amount of Likes, Followers, conversations and Social hires.
I would welcome the opportunity to personally show you how SourceMob can net Passive and Active Candidates in some of the toughest recruiting areas (IT, Nursing, R&D) by also helping you reduce the amount of recruiting fees you need to pay to outside recruiting firms. Let’s set up a virtual appointment at your convenience. Simply reach me by email at firstname.lastname@example.org or by phone at 612-349-2740.