LinkedIn is not the only Social Recruiting Platform

…HR ideas from Jeffery Giesener — — CEO.

Would your business consider taking its career website offline? Or having the career website URL say “Site Not Found?”

Did you know that was the case in 1995, when nearly 90 percent of Fortune 500 companies didn’t even have a career website?

Only eight years ago social recruiting was a new and daring phenomenon, a innovation no recruiter would touch. At least that was the case until LinkedIn pioneered “social recruiting.” Now, at least 90 percent of recruiters use social media in the hiring process to find great candidates. Are you one of them?

However, “social recruiting” is not the exclusive domain of LinkedIn. If you are not putting together a unified social recruiting strategy using Facebook, Twitter, Google+, LinkedIn and Mobile, you are letting some of the best Passive Candidates slip through your recruiting net. The collective number of profiles on Twitter, Facebook and Google+ not even counting mobile is more then 3.5 Billion targeted profiles.

You would assume your candidate has a Facebook page…why not check?

You would assume your candidate is tweeting… why not check?

And you would probably believe with 1 billion-plus Google+ profiles, your candidates are there too…your right?

But here is the relevant question. Outside of using LinkedIn’s ad package(s), are you also using Facebook, Twitter or Google+ and Mobile to attract candidates? Or are you still stuck in the recruiting model of five years ago?

And perhaps you are thinking, “Yes, I know how to use LinkedIn, that’s simple… we pay for an ad.” But unfortunately buying ads or paying recruiting fees is frankly not social recruiting.

So you may be thinking…how do we do social recruiting to find candidates on Facebook, Twitter and Google+? I will answer that one in a minute…read on.

Today our analytics share that candidates are interested in finding relevant positions and engaging in conversations with Recruiters by having both job posts and conversations distributed where they are: on their personal social networks.

To prove it to yourself, just look at your own Career Site analytics. Are they flat or declining? This trend is not going away. Plus, this trend is costing your business significant recruiting dollars every month by forcing you to buy more job ads, without improving results. Also, you are losing candidates to your competitors.

Why is this happening? Because the talent you are searching for is no longer coming to your website to Apply in the rates they once did. That doesn’t mean they are not out there. It just means you need to change where you are searching for your Passive and Active talent. It means you need to retarget and find your Talent on their social media pages.

So how do you socially cast for your Talent Net?

Distribute your jobs and conversations so they go directly to your candidates’ personal social pages, both privately and anonymously. Your candidate selects the jobs they want by job category, relevancy and location. Daily these jobs are then distributed (right from your ATS) directly to your candidates’ social pages, without any daily involvement by your IT or HR teams. You also do not take on more responsibility or add to your queue, as the program works totally on autopilot.

Have your Career Pages been struggling with increasing defection rates? Our clients’ defection rates are improving and their Applies are increasing. That is because instead of forcing candidates through the difficult ATS funnel to Apply, candidates can instead connect with Recruiters directly through Conversations and Talent Community solutions. The result is Recruiters can engage the best and brightest talent, and then escort them directly into an Apply instantly. That is certainly a pivot for Talent Acquisition Professionals who want to net Passive and Active Candidates.

You can also see what is doing in Mobile Recruiting by typing into your mobile smartphone or tablet device. Everyday we automatically synchronize your jobs from your ATS (it doesn’t matter which ATS) and deliver them directly to your candidates’ mobile or tablet device.

I would welcome the opportunity to personally show you how your organization can net Passive and Active Candidates in some of the toughest recruiting areas (IT, Nursing, R&D) without you having to pay recruiting commissions. Let’s set up a virtual appointment at your convenience. Simply reach me by email at or by phone at 952-417-6955.

In the world of multi-channel HR marketing, yes, we do have some of the brightest minds in the business. As such, our clients also challenge us to prove the incremental value through analytical analysis. That’s just great and we love it. Our company is filled with HR Marketers who relish analytical challenges. We also have domain expertise in every online HR marketing discipline, so we never shirk away from the proof positive of what we bring to the table for a client proprietary analytical program.

So from May through June 2015 we are providing an exciting FREE OFFER. Purchase our Social and Mobile Core Solutions and we will provide our Return on Investment Social and Mobile Calculator Absolutely FREE (a $1,000 bonus, at no charge).

Also don’t forget to ask for my latest White Paper entitled

Top 10 Recruiting Department Essentials,

giving you new tips you can use in your Talent Acquisition Department right away. The White Paper is complimentary. Just email me with the request in the subject header of the email.

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.

Looking forward to hearing from you,



Jeffery Giesener