Melting An Iceberg

…ideas from Jeffery Giesener – – CEO

Last week we asked prospects questions around sourcing their IT positions. Below are some of their answers.

Question 1: Are you finding enough qualified IT candidates?  Answer: Yes

Question 2: Are you currently paying recruiter commissions?  Answer: No

Question 3: Are you using Social Media for recruiting? Answer: Yes – LinkedIn

Question 4: Are you trying to find efficiencies to reduce your cost per higher? Answer: No

Do you see inconsistencies in these answers?

What is missing?

For an example, if IT sourcing is one of your most challenging area and your positions are open perhaps for as long as 3-6 months:

  • How can you be finding all the candidates you need without paying any outside recruiting commissions?
  • Or why would you consider using LinkedIn as your exclusive social recruiting source and why do you think their costs are reasonable or efficient?
  • Why would you not be trying to reduce hiring costs through Mobile recruiting and process efficiencies?

A Case Study For Better or Worse…

Here is how the C-Level execs answered the questions: Does this sound familiar in your organization?

Boss 1 said to his Director, “Heck, we are getting all of the candidates we need in the way we are doing it today. I don’t see a reason to change course.”

Boss 2 said, “We already have social media sourcing. We are using LinkedIn’s Recruiting Seat license at $8,500 each. Why do we need to consider anything else?”

Boss 3 said, “It is already too expensive or too time consuming for us to extract new feeds from our ATS platform to try something different. We need to pass”.

After I hearing these responses, I just shook my head and asked if they had thought about how Mobile (or Social) recruiting will influence their candidate experience over the next 2 years when…

70% of candidates are already searching for jobs on Mobile and Tablet devices?

The Millennial generation will be 50% of the workforce by 2018 according to Forrester.

As you would know, the speed of innovation in web, social and mobile based recruiting is hitting Talent Acquisition Teams and HR executives at a dizzying pace. Many organizations are simply struggling to understand what to do next or even what to do first?

Have you asked yourself why this is happening? It is because you are no longer in control of your own recruiting experience. Your candidates are now driving your bus. They want to see your jobs where they want them (social and mobile) and they also are determining how and when they will engage with you.

So if you take the extreme positions above and blind your organization to new social and mobile innovation, it is just like forcing your candidates to jump through hoops in order to work for you. And it is hoohey to believe just because you are the number one or two brand in your space, that of course, everyone needs/wants to work for you. Industry surveys say it may be just the opposite.

Melting Your Own Iceberg…

Answering the questions above…

Don’t see any reason to change.” From my point of view, your organization is about to be toast and perhaps you will start to see an exodus in your Talent Acquisition Team. Case in point: This is exactly what I have seen happen. A month after our first conversation, the Boss complained to me that a couple of key people had left his organization. Can you guess why? A cultural block around the lack of innovation.

“LinkedIn is our solo source for Social Recruiting.” Hmmm… with Facebook having 1B+ profiles, Twitter 200+ Million, Google+ just having surpassed the ½ Billion+ profile level and Mobile, by 2015, having 3 Billion connections, these are social and mobile oceans (all outside of LinkedIn). I ask the question back to you, why would you want to exclude any of these social and mobile oceans from your talent acquisition efforts? The real trick is knowing how to source in these oceans to catch the fish you want. Melting The Social Iceberg!

Actually, LinkedIn is weak in profiles with the millennial generation, women, manufacturer profiles, the ability to manage CRM and your Talent Community. LinkedIn is also expensive and several case studies presented here,, shared that using a LinkedIn Recruiter seat could cost you $13,000 per hire.

If you need help building or leap frogging where you are today with a web, social and mobile recruiting strategy that nets both passive and active candidates at an ROI you will enjoy, simply give me a ring or email and I would be happy to have a conversation with you. Just call me at 612-349-2740 or email me at



Jeffery Giesener


SourceMob. Om


Twitter: @sourcemob