…HR ideas from Jeffery Giesener – SourceMob – CEO
Has your CEO/CFO/CPO focused your efforts around lowering your candidate Cost Per Hire (CPH)?
If you are like most of our clients, their seems to be an increasingly discipline on lowering click, apply and hiring costs. Is your Leadership saying the same?
But here is the paradox! The same leadership in many cases is preventing your Talent Acquisition department for moving ahead with social and mobile recruiting.
They are saying to you….
- Social and mobile recruiting is not a priority for our organization in 2015
- Our culture (meaning your Leadership) doesn’t understand social recruiting
- There is no budget for social or mobile in 2015
From my seat, it’s about time Leadership takes notice of the spending in the Talent Acquisition/HR side of the house. And further, not just focus you on the issue, but how to help you lower cost because we all know there are tons of dollars at stake with many being wasted in the Talent Acquisition side of the house.
If your CEO/CFO/CPO isn’t asking you to lower your candidate Cost Per Hire you can bet that sure as shootin she/he will be!
You…YES YOU… should get out in front of lowering your company’s Cost Per Apply/Hire and it is simply not that hard to do. Plus now is the time to include the “right” Social and Mobile Recruiting Solutions to help you drive down your recruiting costs.
But please don’t fall into these common traps of excuses:
- We just don’t have the information to form the insights to lower Costs Per Hire.
- The information to lower Cost Per Hire is locked up in another department who is not sharing it or giving to us in a timely fashion.
- I am not skilled in data analysis nor is anyone on my Talent Acquisition/HR Team.
So how do you take the lead in your organization and champion lowering your Cost Per Hire?
Step 1: Get the information you need securing your own Career Social Analytical and Insights Solutions. Plan to include Enterprise Career Social Analytics and Return on investment (ROI) metric tools for Fiscal 2015. Make sure the analytic tools you purchase work with your Candidate Social Graph. Don’t be fooled into thinking that your current marketing analytics are good enough for your candidate social tracking (for instance Google Analytics, although good for ecommerce stats, is not very good at all about tracking the social career graph).
Step 2: Start to learn what the data is telling you? You don’t have to be a mathematician to follow a graphical representation of data. One of the starting places is to find out when are the best days and times to run your job advertisement by looking at your job Apply conversions on a graph. Why run advertisements at poor conversion days and times? Your first step, is simply to do more when your ads work and less when they do not. Another helpful insight is go talk to the people in your marketing department who track analytics and find out how they do it. But I advocate you track your own analytics.
Step 3: Where (what pages) is your candidate defection happening? This is called the bounce rate. Start to eliminate the reasons for the candidate defection. For instance, do you require your candidates to give their email before entering your apply funnel?be a user of your own technology. Act like a candidate. Would you fill out an application or will you defect because of patience or technological issues?
Step 4: Look at all of your career campaigns and apply a Cost Per Hire metric to each one of them. Then once you have the data, sort it and simply do more of the best campaigns and cut your ad spending completely on campaigns with the bottom results. Is there a trend or pattern to your best campaigns? Look for them.
I am are all about making sure Social Candidates (especially Passive ones) are netted for your business at a lower Cost Per Higher and a demonstrable Return On Investment (ROI) that any CFO would understand.
How many other solution vendors are even discussing Cost Per Hire or ROI with you?
Additionally, we help our clients develop and steer their social road map with the use of solid ROI analytics, which helps reduce Talent Acquisition defection, provides a better candidate application experience and which ultimately drives higher Apply and Hire rates.
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, etc.) by helping you to reduce paying recruiting commissions, and lower your overall Cost Per Hire. But you must be willing to bet on a test to learn for yourself and your CFO. If not you will be forever looking out your rear view mirror.
Let’s schedule a virtual appointment at your convenience. Simply reach me by email at email@example.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.