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 Holistic Recruiting Strategy? Or worse… has it not even prioritized Web, Social, Mobile, Community, HR Marketing and Analytics 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 are the other 53% doing?

They are struggling on their own to figure out how to make new innovative recruiting work for them.

Plus if your company is like some many companies we have talked too recently, they have said…well we have just not figured out when, how and why we need to change our recruiting techniques?

And my polite push back is, help me understand how your HR Brand today could not be taking advantage of searching for your top Passive candidates in global social talent channels such as:

Facebook – 1.32 Billion+ profiles

Twitter – 333 Million+ profiles

Google+ – 1+ Billion profiles

LinkedIn – 380+ Million Profiles

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

Don’t you believe Social and Mobile Recruiting is already being done by your competitors? N doubt they are beating you to the top candidates when you continue to stay on the sidelines.

Plus your top candidates want to find your relevant jobs on these key social platforms.

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. cold calling), to Internet Recruiting (job boards, Job Aggregators), and now to Social, Community, Employee Networks, Mobile,Data-driven Analytics, Listening and Monitoring and HR Marketing efforts starting back 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. These are not the performance metrics that should be your baseline. Unfortunately that is the social fallacy and why your Social Talent Acquisition program may not be getting the ROI you need.

Yes…we hear this all the time from prospective clients:  For us our efforts with Social Recruiting is not generating the ROI we want and therefore it is withering on the vine and/or slowly dying a painful death within our company.

And worse yet, if it dies, it most likely will never be jump started again. Why is this happening? Because in most cases, the strategy and road map around Likes, Followers and Circles captures and aggregations are flawed. And worse, there was never was a proper social strategy and road map to success to begin with!

Building the Right Social Strategy!

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 in most cases, are totally irrelevant to them. This was also the old legacy model of years past.

Today’s candidates want 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 Social and Mobile Pages where they can remain anonymous and private. 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 and their timelines. Is this a preferred user experience? NO! Believing you can bolt on social push from your ATS is Social Engagement. It’s Not.

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. Why would you think they would want to see coupons and discounts from your marketing folks over relevant job content?

Today you need to leverage new innovative recruiting solutions that 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 are kept private and not shared with third-party Internet sites (so stay away from using ShareThis, AddThis and SocialTwist for candidate jon sharing tied into your ATS. Also check your own Corporate Privacy Policy on using these 3rd-party sharing widgets.  

SourceMob has been studying Social and Mobile behaviors for years now. We help our clients develop and steer their social, mobile, analytics and HR Marketing road map which helps reduce Talent Acquisition defection, provides a better candidate Career Site application experience and which ultimately all drives higher Apply rates while lowering recruiting costs. We also provide your Passive candidates with a unique experience where the jobs and locations they select are delivered to their Personal Social and Mobile Network pages.

So isn’t it time to stop kicking the Social Can down the field into 2016 and get in the Social, Web, Analytics and HR Marketing Game?

Your competition is!

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, 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 us at 952-417-6955.

Playing Catch Up or Leading Your Industry?

Today It Is Your Choice To Decide!

SourceMob is helping to educate the recruiting industry, and it one of the many factors to why we are growing. Catch one of the many SourceMob Webinars, as most of these webinars are FREE.

How to Use Social, Mobile and the Web to Source More Candidates

Sep 10 @ 12:00 pm – 1:00 pm CT or 1:00 ET


To check out our latest Webinar Education schedule go to and look for the Events link off the navigational bar

Your top qualified candidates are using social media today to find jobs and follow companies. Organizations need to be prepared to move deeper into mobile and social recruiting because this is what your candidates are expecting now!
But do you know how to source them?

Do You…?

  • Have trouble filling positions?
  • Believe there is not enough time to devote to Mobile and Social Recruiting?
  • Need to accomplish more with the same budget?

Join SourceMob’s Jeffery Giesener, CEO and Nancy Ritzman, VP of Sales to learn how to make Mobile and Social Recruiting easy. Using Before and After shots and lots of tips, they will share how to deliver more top qualified candidates using social and mobile, build and increase your Social Career presence and Branding, deliver career alerts, create a mobile-responsive candidate experience without stretching your internal resources or budget.

Seats are limited, so sign up today!! 

Please feel free to forward this invite to a colleague.

See Webinar Section on the Home Page for other September Webinars and times



Jeffery Giesener



Twitter: @sourcemob