Online Job Dating?

…ideas from Jeffery Giesener – SourceMob – CEO

Have you ever browsed the web looking for your next job? Did you do it from your home or work? It is an easy thing to do considering job posts are everywhere. You will find them on Facebook, LinkedIn, Twitter, Google+, and professional development websites. This is even easier when you search for jobs using your mobile device.

Is Job Recruiting Like

In an issue of “The Atlantic,” Dan Slater discussed how easy making first dates is through online dating. He said, “It’s no longer difficult to find a date, or ask that person out and begin a relationship since it can all be done online and in real-time. On the flip side of that, however, is the fact that when that relationship ends, it’s just as easy to start a new one.”

Now let’s see how this looks from the candidate’s perspective. I have said before that a major change is underway and recruiting organizations need to be prepared for it. Your candidates are getting more control of their own recruiting processes. Candidates want to review your jobs wherever they are hanging out online.  This includes seeing jobs on their personal social profile pages and they also want to be ability to “dial up” specific jobs on their mobile devices.

Candidates want to engage with your recruiters under their terms, not yours. Yes, it is a lot like dating.  However, in the current world of recruiting, there is growing a fluctuation of control between the two parties (employer vs. candidate).

What does it say about your organization’s recruiting brand when your company is not focused on engaging with candidate conversations on key social sites or is not offering mobile responsive career pages?

Can your brand place an application from a candidate’s smartphone or tablet directly into your ATS? Is this on your radar in 2014? If the answer is no, then your candidate apply experience is deeply flawed.

You must know that the social and mobile waters are no longer only for early adopters. In fact, it is quite the contrary! Consider that in 2013, four out of ten jobs were filled through the use of personal connections or “matches”**. So if your Talent Acquisition team is not currently fishing in social, mobile and employee referral waters, you are missing out on netting social and mobile candidates – especially passive ones.

In fact, a recent survey indicates that 51 percent of company employees are actively seeking or are open to a finding a new position. That is a lot of competitive pressure to merely retain your current employees. Providing clarity and focus around your job engagements must include recruiting conversations, engaging with current employees, and keeping in front of the best potential candidates.

More Personal Connection Stats…

  • 76 percent of job seekers are looking for a new job on Facebook. However recruiters seem to favor LinkedIn even though only four percent of hires are actually taking place using LinkedIn***
  • Google indicates that in 2013, 70 percent of its job searches were being conducted on a mobile device.
  • The 25-34 age group – soon to be 30-50 percent of the workforce – will most likely be on social and mobile. These workers will probably be employed full-time and will be highly educated.
  • EHarmony CEO, Neil Clark Warren told US News that “between 50 and 75 percent of all people say they’re not really happy with the jobs they currently have.”

Online Job Dating Disconnect

As new social and mobile innovative technology grows and develops, candidates will have easier access to just about everything when it comes to job hunting. The key challenge for Talent Acquisition and HR pros is keeping employees committed to the company while also keeping their talent pipeline filled.

Employee Fidelity?

How do you keep employees monogamous? What strategies do you use for engaging your own employees when it is so easy for them to find new career opportunities? How are you currently engaging with social and mobile candidates?

I would welcome the opportunity to discuss your 2014 recruiting issues or strategies. Email me at or reach out to me by phone at 612-349-2740.



Jeffery Giesener

Adapted from a post from Jessica Miller-Merrill
Source: JobVite 2014 Social Job Report
***Indeed Silkroad Report