Is Your Social Recruiting A Field of Dreams?

HR…ideas by Jeffery Giesener – SourceMob – CEO

I know I am dating myself by using the following Kevin Costner “Field Of Dreams” analogy but over the last couple of weeks my discussions with prospects and client alike make me feel like it is time to remind my colleagues that offering a good candidate experience (website, social and mobile) is not a luxury or something you put off into 2016 and beyond.

It is a must now if your organization wants to:

  • Attract Millennials: Generation Y will make up 75 percent of the workforce by the year 2025*. We know employers are struggling to retain them and according to a recent survey, 30 percent of companies lost 15 percent or more of their Gen Y employees in the last year. These quits cost companies anywhere from $15,000 to $25,000 per lost employee according to
  • Address passive candidates and not simply applicants (or active candidates): In the early 2000’s Internet recruiting model with Job Boards and LinkedIn, Recruiters are forced to do all the heavy lifting. They must source the leads (pretty much like throwing mud against the wall and hoping something sticks) from these portals. Then they are forced to do the outbound phone and email marketing to close the candidates. I don’t have to tell you how exhausting this is. You also know how inefficient it is from a resource perspective. Plus, this isn’t permission marketing it is called intrusion marketing.

We all know that passive candidates are 80% of the workforce and do you really want to alienate this level of your prospective candidates?

  • Get Social: if you’re not using social recruiting in your recruiting process, you’re missing out on the majority of your young talent pool especially the passive candidate. NextGov indicates ninety-six percent of Millennials discuss their job search with others both in-person and online, and more than 30 million students and recent graduates use social media to find and share jobs. Social media makes your hiring process permissioned and much more transparent to job seekers, which is an attractive quality for Millennials.

Did you know…according to Time Magazine nearly nine in 10 Millennial job seekers are optimistic about their jobs search, but a negative candidate experience from your company will discourage future Millennials from applying.

So isn’t it now time to make an effort to cater to your candidates? Do so and you will succeed in finding the best fitting talent in your industry.

The purpose of Social Recruiting is to focus on permissioned passive recruiting where candidates engage in a 2-way conversation and feel that they are heard. Using Talent Communities, notifications, conversation tools and Job Alerts enable social engagement with candidates who you want to dialog with.

  • Amplify their employer brand: Your career brand and career pages is your first touch point for candidates to decide to proceed with a conversation with your company and better yet an Apply. The key to success is that you have a cohesive content and communication strategy that drives your candidate involvement.

Many companies and Recruiters think that when they enter Social Recruiting presence is all that is needed or what matters most, that candidates will just magically find your career pages.

Now take a step back…do you really think Amazon, Target or Ebay think that way too? WRONG.

They market the heck out of their consumer experience so they land orders at a cost per order they can afford. So it shouldn’t come as any surprise that you can’t leave your candidate HR marketing to “The Field Of Dreams” approach. You must bring a proactive communication strategy to recruiting today’s candidates.

Now is the time to get out in front of your candidate HR marketing.

When you do your social recruiting snowball will begin rolling down the hill. Yes it may start small but you will start to see exponential growth in their web, social and mobile career channels year over year at a 50% lower recruiting acquisition cost. And yes I have the case studies to prove it. You will too!

To learn more of how SourceMob and I can assist building your social, web and mobile recruiting platform simply call me 952-417-6955 or email me or learn more by attending our next series of Webinars. See our Webinar Educational Events section on

ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob’s IT, Analytics and HR Media Services 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. 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 efficiencies and lower recruiting costs.

Looking forward to hearing from you,


Jeffery Giesener