After returning from several days in Silicon Valley some of the Social and Mobile Sourcing ideas that came out of our VC meetings are valuable business lessons and I thought I would share them.
- Key Sourcing Lesson #1:) Focus on driving applications from your existing audiences. Leverage your employees to grow your Social and Mobile Candidate Fan base as your first starting point. Send an invite to your Followers on your LinkedIn Company page to Like your (Facebook Career Page), Follow (Twitter Career Page) and Circle (Google+ Career Pages). Why start here? Because your employees want to bring the best talent into the organization. They are passionate about the business and want to work with people who “get it and those that are passionate, too”. So create a strategy to engage employees within your organization who want to assist your Talent Acquisition efforts. But make sure you use permission. Using a double opt-in email is a great tool to engage and have a conversation with your employees. Using your qualified Candidate database to reach and broadcast messages to where this audience hangs out on social (Facebook, Twitter, Google, and Mobile) is also effective. Each of these groups will draw their friends into a relationship with your Recruiters when you give them the right Social Sharing tools that protect their Permissions and Digital Rights.
- Key Sourcing Lesson #2:) Can you sell your brand and jobs to your Candidates in 1 minute? This thought process is a complete tipping point change from where you used to be as a Recruiter. In the past, the Candidate had to sell herself/himself to you. Now, increasingly your brand and career acquisition strategies need a communication facelift to sell itself to your Candidates (especially your Passive ones). Creating effective Talent Acquisition communication tools are keys to accomplishing sending the “right” messaging to fill your Candidate pipeline. Plus using a video or an InfoGraphic are just the perfect vehicles to accomplish this specialized messaging. And Vimeo.com and YouTube give you a perfect platform to stream your messages. Check out the following link http://vimeo.com/40314839 as an example.
- Key Sourcing Lesson #3:) Capturing and databasing double opt-in email, asking for permission to capture social profiles and mobile text numbers is the next digital frontier to sourcing Candidates. Then once your have your permissioned databases built executing broadcast campaigns to communicate future job content to their preferred Social and Mobile Networks is another strong play to creating more qualified applicants. It will also help to build your company brand.
- Key Sourcing Lesson #4:) Learn from the analytics of your new Social, Mobile Career Centers and your existing Career Home pages. Find out which referring links are generating your Candidate traffic and your hires and from which campaigns. Determine where your page defection is and figure out ways to fix it. Then you are in the best position to build and optimize upon your successes and determine your Hiring ROI.
Why do all the above? Because your qualified Candidates, especially your Passive ones, are using Social and Mobile Media today to source positions around their job interests. Now you can put your Talent Acquisition efforts in front of these Candidates using SourceMob. With SourceMob you can simply, quickly and affordably develop your own branded Career Center presence on Facebook, Twitter, Google+, LinkedIn and Mobile that we build for you. Also the SourceMob program works on Autopilot with literally no IT involvement or HR Program Management. We also enable you to see a deep set of analytics to determine your Hiring ROI.
To learn more simply ring me up at 612-349-2740 or email me at mailto:email@example.com for a conversation and short virtual presentation. Visit our website at SourceMob.com to learn more.