Using Social Networks To Fill Your Jobs

…HR ideas from Jeffery Giesener – CEO –              

Engagement requires a soft touch, not a hard sell. Companies who are succeeding with recruiting on social networks have developed a sourcing strategy and execution, which focuses on what looks like a customer service and conversational approach to luring their top talent many of whom are Passive candidates.

Three Phases to Accomplishing a Successful Sourcing Strategy

  1. Establishing Social Career Pages on the key social networks (Facebook, Twitter, Google+ or Mobile) is the first phase to accomplish a successful social recruitment position statement to potential candidates.
  2. The second phase is to make your Career Site and Social Career Pages interesting, collaborative and ready to drive relevant content frequently enough that will continue to stimulate conversations with your potential candidates. Think about what is in it for your candidate to join your organization. Elicit you hiring managers and employees help to provide this higher-value and soft communication touch.
  3. The third phase is to grow your Social Fan Base. Where to do that? Candidates qualified but not hired sitting in your Applicant Tracking Solution (ATS), Level-1 Candidate connection on LinkedIn, other connections on Facebook, Twitter and Google+. Mobile text numbers to reach out to your candidates on the go. It’s all about increasing your level of engagement with you hard-to-find niche candidates.
  4. Think about driving communications to your candidates wherever they are on the Web, Social, Your Communities and on Mobile

What is important to realize is that a conversation is not an apply. It is just that… a conversation and increasingly Passive candidates want to “test the waters” first by getting to know your company, the recruiter and your company culture before stepping into the formal application process. They may want to lurk an follow your jobs and career content before they step up and formally apply or send in a resume. Not to mention they want to stay off the recruiting radar screen since many of these candidates are Passive. This is why it is important to have a recruiting conversational mechanism in place so your recruiters can engage with these candidates. Online real-time recruiting chat will improve applies up to a 5X.

How do you start? Simply start by creating or selecting a conversational topic on your Career Site and Social Career Centers that’s relevant to your audience. It doesn’t have to be job related. But it should be interesting enough to elicit comments from your target audiences. Make sure you have locked down who your candidate target audience is. Then make sure you respond to their comments including finding others (inside and outside the company) that can contribute to the conversation.

Don’t be so overt to sell your jobs. That comes later because anyone interested in a job will already have applied. What you’re looking to do is hook those Passive candidates into having relevant conversations and get them to identify themselves. This strategy is the cornerstone to building a robust Talent Community(s) around your job categories. But remember building conversations and engagement with Passive candidates comes first, takes time, plus needs a level of excitement and energy from your Talent Acquisition Team to come across as being credible.

Remember luring Passive Candidates into having a more substantial conversation is the key goal. Also these conversations need to be nurtured over a period of time that fits with the Candidates timeline not yours. If things feel right for them you will get them to apply on their timeline. Patience and persistent is the game here.

Social networks have dramatically jumpstarted the process of recruiting through the exponential growth of conversations, distribution of your job content, career alerts and the viral leverage of sharing to attract Passive candidates. Plus Social Recruitment is now bringing down the cost of recruiting especially for Passive candidates. I have seen it be frequenly less than 50% of traditionally based recruiting.

In a recent survey from The AList of some 1,800 candidates about half the respondents claimed that they found their last job through connections made through social networks, mainly by tapping friends and relatives. Interestingly, a majority of those that found jobs in this manner also reported higher levels of satisfaction with their jobs. The likely reason is that they had more and better insights into the job than they would have otherwise.

For an employer wanting to tap social networks the approach should be to draw people into conversations, which drive engagement with your Candidates.

Key Findings from The Alist Study

  1. Networking/Social Media has become the most effective way for landing a job.
  2. Despite LinkedIn apparent popularity among recruiters, job hunters succeed at finding a job more through Facebook and other Social Network channels.
  3. Social Media hires tend to have a higher job satisfaction, feel better informed about the company prior to accepting the job with the company and show longer retention

At SourceMob we can easily and quickly help you broaden your Talent Acquisition strategy to include a mobile-responsive Career Site, Facebook, Twitter, Google+ and Mobile, via your own online Social and Mobile Career Center (which we build for you). And we do this without involving your IT Team and their budget, or your HR management resources. In fact, the SourceMob solutions basically run on autopilot. We also provide you Talent Communities, Candidate Relationship Management solutions, career alerts, Social Analytics and HR Marketing services which capture relevant job category conversations, more and better quality applicants which reduces your hiring cycle time and cost per hire.

When you are ready to talk about what’s new in mobile ATS and candidate experience including mobile apply using your Talent Community, simple give me a call. Just ring me up at 952-417-6955 or email me at

Playing Catch Up or Leading Your Industry?

Today It Is Your Choice To Decide!

SourceMob is helping to educate our Recruiting Industry and it one of the many factors why we are growing. Catch one of the many SourceMob Webinar, as most of these webinars are FREE.

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

Next Webinar – August 25th – 12 PM CST

Where Are My Candidates? – The Necessity of Talent Acquisition Analytics

Presented by Jeffery Giesener – CEO – SourceMob; Jared Law – VP of IT – SourceMob; Don Geronimo – Social Expert – SourceMob, & Lemonte Wilcox – Social Listening Expert

The Webinar is FREE!


ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community. HR Analytics and social listening solutions, HR Marketing Services and mobile recruiting solutions to help talent acquisition professionals recruit the very best candidates for tough-to-fill positions. SourceMob’s solutions seamlessly distribute conversations, engagement and job content all done on autopilot 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 more efficiency and lower recruiting costs. Plus you won’t need your IT Team or HR Department to implement them. That is beauty of the SourceMob platform.

Looking forward to hearing from you…


Looking forward to hearing from you,



Jeffery Giesener



Twitter: @sourcemob