Telling Your Candidates Who You Are

…HR ideas from Jeffery Giesener… – CEO


How are you letting your Candidates know about your company?

Is it all about the mechanics of traditional recruiting including Sourcing Leads, Cold Calling and Emailing?

Or Is There Another Way?

Blogging in the Talent Acquisition space is a new phenomenon, but it shouldn’t be over looked. The future of recruiting is no longer only about blasting jobs at candidates because the majority of candidates today are interested to learn about your company and why they should work there. In fact, candidates want to know about your culture, your values, what type of work environment they would feel comfortable working in and how they would see themselves working inside your company.

Where are you providing answers to candidate FAQ’s?

Are you providing any of these answers in your recruiting process? Where on your career website and/or social media career sites can they find these answers?

The key differentiating point I am making is candidates are increasingly interested in learning how they align with your business. No longer are candidates accepting the fact that they have to come to your career site to learn. Today your career site must go to wherever your preferred candidates are online in communities, on social career site or mobile. I say this for specific reasons; it used to be that the candidate needed to align with your culture and values, “to fit in,” but this is all changing in the world of web-based, social and mobile recruiting today.

Today’s candidates have the choice to place themselves where they want to work. One of the best ways a candidate can learn about your careers is through the use of Social tools, as in a Blog or finding your jobs on your career social sites such as Facebook, Twitter and Google+. How are you educating them about why they join your organization? How are you using video, YouTube, your hiring managers and employees to tell your company story?

Candidates today are enjoying engaging in 2-way discussions with your recruiting team and your Blog content helps drive this. Plus, providing relevant content via a Blog presents your business as an authority in your field.


However don’t be selling in your copy; write about topics that candidates are interested in. Answer FAQ’s, provide value, and build a reputation as a business that cares.


Two types of content – Curated and Created.


Curated content is content you find online written by someone else and you attribute the article to them.


Created content is content that comes from you, your marketing department or you have commissioned.


Either approach is acceptable as long as it is meeting your overall content strategy.

Creating an effective Blog strategy, curating or creating and distributing content weekly, has proven to be an effective approach for connecting to the best and most talented candidates looking to work for your business.

Why…because you will quickly see the ROI around your efforts. We have proven for clients that having a Blog for your candidates dramatically helps improve conversion rates of applies to hires. It also lowers your overall recruiting costs and spreading “word of mouth” around your brand.

Test Blogging and if you are like our clients, you’ll never look back.

SourceMob can provide a turnkey outsourced Blogging solution for your Talent Acquisition business. You can simply learn more by sending me an email at or calling 952-417-6955.

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


July 29th Webinar – 12 PM CDT:

It’s Free!


Master Class – HR Marketing for your Talent Pipeline


ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob’s IT, Analytics and HR Media Services 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. We help you engage with your candidates and capture niche Passive candidates. 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