My Passive Candidate Said To Me

…ideas from Jeffery Giesener – – CEO

My Passive Candidate said to me I would like…your jobs to come to me…

Is your company still holding off putting together your Social Recruiting Strategy? Or worse… not even prioritized Social Recruiting for your business?

In a recent AVN Survey nearly 47% of large companies had a Social Recruiting Strategy. But only 20% are actively working in Social Recruiting beyond LinkedIn.

So what is the other 53% doing?

They are struggling on their own to figure out how to make Social Recruiting work for them.

Plus if your company is like some very large companies we have talked too recently, they have said…well we have just not figured out when, how and why we need to enter Social Recruiting.

And SourceMob’s polite push back is help us understand how your Brand today could not be taking advantage of searching for your top Passive Candidates in global social talent pools like:

Facebook – 1.3 Billion+ profiles

Twitter – 333 Million+ profiles

Google+ – 1 Billion Million estimated by the end of 2012.

LinkedIn – 300 Million Profiles

And Mobile – with already 3.5 Billion mobile phones in the market

Don’t you believe Social Recruiting is already being done by your competitors? You can bet they will beat you to the top Candidates if you continue to dawdle.

Plus Social Candidates want to find relevant jobs on the social platform of their choosing.

The rules of Talent Acquisition are changing. You only have to look over the trends in the last 8 years. Talent Acquisition has migrated from analog recruiting (phone, newspaper ads), to Internet Recruiting (job boards, Job Aggregators), and now to Social Networks starting in 2005.

Also if you are looking to aggregate Likes, Followers and Circles as a way to judge your social recruiting performance you have fallen into the common social performance trap. Likes, Follows and Circles are anonymous data components, which drive ROI for Facebook, Twitter and Google+ but unfortunately not for your Talent Acquisition opportunities. That is the social fallacy and why your Social Talent Acquisition program may not getting the ROI you need.

So you need to be thinking about how to find socially enabled Candidates and engage them in social conversations. Not by pushing a fire hose of jobs at them in social which by the way are in most cases are totally irrelevant to them. This was also the old legacy model of years past.

Today’s Candidates what to select the jobs and locations that they have an interest in and then want your conversations and jobs delivered to them on their preferred Social and Mobile Network pages. In fact, most Candidates prefer to have their selected jobs delivered to their Personal Soclal Pages where they can remain anonymous. This approach is ideal for the Passive candidate and perfect for you to find them.

Note: Don’t make the mistake of just pushing jobs by latest post date with no categorization into Social Networks. Is this a preferred user experience? NO! Also don’t hang your Social Job sign out on your Company Social Marketing Page. If you do, your new social Candidates will simple tune you out.

Social Sharing Is The New Giving

To leverage Social Recruiting enable your Candidates to use simple sharing tools,, which will deliver your jobs to their social friends on multiple networks with one easy click. Remember for socially enabled Candidates sharing is the new giving. Social Candidates also want to make sure that their sharing and data is kept private and not shared with third-party Internet sites (so stay away from using ShareThis, AddThis and SocialTwist for Candidate Recruiting).  

SourceMob has been studying Social and Mobile behaviors for years now and we help our clients develop and steer their social road map which help reduce Talent Acquisition defection, provide a better Candidate application experience and which ultimately all drives highly apply rates. We also provide your Passive Candidate with a unique experience where the jobs and locations they select are delivered to their Personal Social and Mobile Network pages.

So it’s the time to stop “kicking the Social Can Down The Field and GET IN THE GAME”? Your competition is.


I would welcome the opportunity to personally show you how your company can net Passive and Active Candidates in some of the toughest recruiting areas (IT, Nursing, R&D, etc.) and also helping you to reduce paying recruiting commissions, decreasing ATS defections and increase your Apply rate.


Let’s schedule a virtual appointment at your convenience. Simply reach me by email at or by phone at 952-417-6955.


To receive more ideas simple email me for my latest Whitepaper entitled Top Ten Recruiting Department Essentials at or call 952-417-6955. You’ll learn how you can provide a better candidate experience, filling jobs faster while also dramatically lower your recruiting costs. Or register for one of May Educational Events go to and click on Events in the navigational bar.

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








Jeffery Giesener



Twitter: @sourcemob