…HR ideas from Jeffery Giesener – CEO -SourceMob.com
How are you letting your Candidates know about your company and culture?
For you, is it all about the basic mechanics of traditional recruiting including Sourcing Leads, Cold Calling, Emailing and then Conversational Recruiting…?
Or Is There Another Way?
Blogging in the Talent Acquisition space is a new phenomenon. But it shouldn’t be over looked. Candidates are very interested to learn about your company and the future of recruiting is no longer only about firing jobs at candidates. In fact candidates want to know about your culture, your values, what type of work environment they will feel comfortable working in and how they would see themselves working inside your company.
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 differentiated point I am making is candidates are increasingly interested in learning how they align with your business. And 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 candidates have the choice(s) to place themselves where they want to work. And one of the best ways a candidate can learn about your careers is through the use of Social tools like a Blog or finding your jobs on your career social sites like Facebook, Twitter and Google+ or career alerts.
Candidates enjoy engaging around 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. It is also a sure fire way to increase your search engine rankings across all of the major search players.
But don’t write about your company; write about topics that candidates are interested in. Answer FAQ’s, provide value, and build a reputation as a business that cares. Make sure you answer the WIFM question. What is in it for your candidate to work at your organization.
Creating an effective Talent Acquisition and Blog strategy, curating and distributing content weekly has proven to be an effective strategy for connecting to the best and most talented candidates who are looking to work for your business.
Why because you will quickly see the ROI around your efforts. Having a Blog for your candidates we have seen helps dramatically improve conversion rates of applies to hires, it fills jobs faster lowering your overall recruiting costs and spreading “world of mouth” around your brand.
I would just suggest testing 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 just pinging me by sending me an email at jeff@sourcemob.com or calling 952-417-6955
To check out our latest Webinar Education schedule go to SourceMob.com and look for the Events link off the navigational bar http://sourcemob.com/events/
Next Webinar – July 29th SourceMob Webinar – 12 PM CDT:
Master Class – HR Marketing for your Talent Pipeline – Presented by Jeffery Giesener
It’s Free!
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
Jeffery Giesener
CEO/Founder
SourceMob.com
jeff@sourcemob.com
952-417-6955
http://www.linkedin.com/in/jefferyjeffgiesener