The Power of Oscar (and Recruiting)

…HR ideas from Jeffery Giesener – SourceMob – CEO

“Heroes” was a major theme for the 86th annual Academy Awards. This theme seemed more appropriate to some of this year’s nomi­nees and winners (“12 Years a Slave,” “Dallas Buyers Club,” “Captain Phillips,” “Gravity,” “Philomena”).

The Power Of The Oscars In The Social World

Did you know that more than 40 million US viewers saw the Oscars? Did you also know that:

  • The Academy Awards Facebook fan page has more than 850,000 Likes?
  • There are more than 600,000 Tweets about the Oscars?
  • That more than 2.4 million people follow the ceremony on Google+?

Are you going to step up, take charge of your recruiting strategy and be a “hero” to your talent acquisition department?

The Power of Social Sourcing

Don’t you feel that your ideal candidate could be on these social networks?

I often get asked if Facebook, Twitter and Google+ are primarily personal networks and therefore not ready for the prime time of recruiting. For example, with more than a billion users, recruiters still rarely utilize Google+.

The verified truth is that these social networks have ideal, well-educated social candidates searching for jobs. Additionally, an increasing number of these candidates expect to find your job openings using social media. Twitter and Google+, for example, are known for hosting hundreds upon hundreds of thousands of IT and engineering candidates. Many more of these candidates also hang out on Twitter more than they do on LinkedIn.

If you recruit using “Old School “techniques (i.e. technology bought in the early 2000s), you will quickly fall behind and let your competition grab the highest quality candidates.

This was clearly evident from the research uncovered during the SourceMob Annual Social and Mobile Recruiting Survey for 2014.

The survey showed recruiters who are still using Old School techniques – including cold emails and phone calls – are losing ground to their competition. Participants complained that these methods are not as effective as they were even two years ago.

Old School recruiters should consider this information:

  • There are now more than 200 million people on the National Do Not Call Registry.
  • Many surveyed recruiters told us that although LinkedIn is still their primary recruiting network, they no longer see LinkedIn as a competitive weapon because too many recruiters use it and it has become oversaturated.
  • The survey showed us that recruiters have a hard time finding Millennials (24- to 35-year olds) on LinkedIn.

From a positive perspective, recruiters are seeing new tools coming out daily to help them source new candidates. So which tools are the “right” ones to use when sourcing passive candidates on social and mobile? With so much consolidation in the HR industry, which companies are the “right” companies to work with?  Bigger may not always be better.

Why not win the Oscar in your organization by starting your team’s recruiting process using social and mobile. Let us help you find the answers to the above questions.

SourceMob and are the leading New School recruiting solutions in the social and mobile sourcing space. We now have more than 30 integrated recruiting social and mobile solutions developed to meet your business objectives.

To learn more about SourceMob and, check out our video. To learn more about the SourceMob’s Best Practices for Social and Mobile recruiting, give me a call at 612-249-2740, email me at or click here for more information.

Looking forward to hearing from you,


Jeffery Giesener