So, What Does Your HR Marketing Landscape Look Like?

…HR ideas from Jeffery Giesener – CEO –

We all know the social story or at least we saw the Social Network® movie. Facebook started, as a site for college kids to publish their pictures and now is an Internet phenomenon. But even though mom is posting what she ate for breakfast on social sites, the real revolution Facebook, Twitter and Google+ has created is how Talent Acquisition Pros are now using these sites to net passive candidates. Recruiters are reaching the 4+ Billion global social and mobile users who collectively spend billions of minutes on their social and mobile pages. It’s also very clear from the career analytics that the brightest, most educated and motivated potential candidates are also using these platforms to search for jobs.

In 2015 and well beyond, social sites along with mobile will become the most important recruiting channels in the world. You should know, recruiting budgets are already moving from job spending on archaic job boards and “old school” recruiting PPC sites into social HR marketing and mobile talent communications.

It’s not just social sites that are having an impact on recruiting, in fact candidate-facing blogs; forums, podcasts, Slideshare, Pinterest, Instagram and YouTube recruiting videos are having a profound impact how candidates are interacting with your recruiting brand.

For Talent Acquisition Pros social and mobile should no longer be something that is still on your brand’s HR drawing board but a social and mobile recruiting strategy that needs to be integrated into your Talent Acquisition focus. Social and mobile recruiting now impacts all of a HR brand’s talent acquisition campaigns, with free viral “job sharing”, engagement and conversation.

So what is the Social and HR Marketing landscape looking like in 2015?

Here are talent acquisition actions you should be taking with your brand right now.

  • Social Recruiting Will Kill The Job Board – Okay, “kill” may be a reach but is your job board advertising netting more candidates today than it did in 2005? I suspect your answer is no, so where are these candidates coming from to fill the gap?


Well if you have looked at your HR Analytics recently, more candidates are coming from social and HR Marketing recruiting. Social by its very definition brings candidates and recruiters closer together more than ever before through 2-way conversation and engagement. It is a proven fact that an online conversation in real-time enable more hires. So does working through your employee social networks.

  • Mobile Is Social : Social is Mobile – According to Facebook, there are more than 900 million active users currently accessing Facebook through their mobile devices, and these mobile users are twice as active as non-mobile users. With the emergence of location-based services (GPS) the integration of social and mobile is scaling even faster.

If your ideal candidate profile focuses on the key age demographic of 25-45 year olds, you should be taking note of the impact of both social and mobile on your recruiting efforts. This should be accomplished by making your career pages mobile responsive along with you job descriptions enabling candidates to have real-time conversations with your recruiters by mobile.

Today, not only are we constantly connected via our mobile devices 24/7, but also our friends discover job content and then share them with us – spreading these job posting directly from phone-to-phone. Today candidates are expecting relevant mobile job content, including job advertising. This content will quickly reach them via their friends or connections they trust. The best mobile HR Marketing job communications are those that can be shared and be placed where your candidates are.

  • Social Sharing Is The New Search — While Google will continue to prosper in 2016, the role of “social sharing” and how people discover job information is changing, Now your candidates expect you to deliver your job content to them where ever they are online, through their favorite social channels and on mobile.

What Talent Acquisition Pros need to understand is that they must create and distribute HR Marketing campaigns that go beyond interrupting. These candidates want advertising that is permissioned, highly useful, precisely relevant and easily shareable.

I would welcome the opportunity to discuss your 2016 social and mobile recruiting strategies. To do so, just email me at or reach out to me by phone at 612-349-2740. To learn more about SourceMob’s Educational Webinar events click on



Jeffery Giesener



Twitter @thegies



Adapted from a post by Ben Straley