What Is Important To Your Candidates…

…HR ideas from Jeffery Giesener – CEO – SourceMob.com

When U.S. college students and recent grads go looking for a job, they want quick answers, trustworthy insights, and evidence the employers know how to use the various social media channels to add value to their search. So says PotentialPark, a market recruitment research firm.

Of 3,552 U.S. college students and recent grads found young job seekers are comfortable with social media and expect that you will be too. While 86 percent of them make use of company career sites, more than half (56 percent) expect to find a company on Facebook, Twitter, Google+ and 69 percent expect you to be on LinkedIn.

What PotentialPark found when it audited the corporate career sites of almost 500 U.S. firms was that only 57 percent link to their Facebook page; 79 percent connect to LinkedIn and even less to Twitter and Google+. The career site itself, “rarely offers any interaction or why a candidate would want to choose working for your organization.”

That’s a mistake, considering 61 percent of the young job seekers say their reason for interacting with employers online is to get in touch with recruiters. (Other reasons that ranked almost as high were: finding interesting jobs (60 percent); building their professional network (55 percent); and, getting realistic insights and interesting background information (51 percent).

“No matter which channels they use, “jobseekers want to find relevant information quickly and easily with no time wasted searching. Customized, target job offers (opportunities), email and mobile job alerts, and a way to track the status of their applications are high on their wish list.”

Jobseekers in the U.S. have gone multi-channel. The question is, ‘Can employers keep up?’

The answer is that some can. According to the Study, detailed analysis of 117 top employers, Accenture ranks at the top in online recruitment communication. It not only has the best career site, Accenture has the best mobile presence, and ranked 10th for its Facebook efforts. It’s on Twitter, has a career blog, and its LinkedIn presence includes employee testimonials, a video, and career path information for its global operations.

Accenture and several of the other companies that made PotentialPark’s top 30 list also appear on lists of companies rated for Europe, the U.K., France, and Germany. What they all have in common, says the market research firm, is that they learned from experience. “They have gone through a learning process that typically involves trial and error,”.

They design their efforts from a job seeker’s point of view, leveraging the attributes of each channel for maximum value. Much of what young job seekers said was important to them is echoed in a report on the candidate experience, issued by the Talent Board. Some of the top 30 companies also earned recognition for their candidate experience. These include addidas, PepsiCo, Deloitte, and General Mills.

After reviewing some 11,700 candidate surveys, submitted by some two dozen employers, the The Survey also found that the company career sites was not the only channel used by a majority of candidates. Social Recruiting channels like Facebook, Twitter, Google+ LinkedIn and mobile were also the most commonly used to recruit candidates. Job seekers went to social and mobile channels primarily for research and to find specific positions by category. So make it easy for candidates wherever they are online, in social or mobile to engage with your HR Brand.

What do you think? What do you do to prepare social recruiting employees to represent your brand on social media? Like or Leave your questions and comments below.


Want to increase your social awareness?


By the way, how much does it cost your organization to recruit and hire one candidate? Do you even know your metrics? I guarantee that the cost of the SourceMob.com #RecruitingRocket BootCamp will provide you a 10 times+ Return On Investment. In fact, I guarantee it.

Click Here to learn more www.sourcemob.com/events


ABOUT SOURCEMOB: SourceMob integrates Internet, social, talent community, HR Analytics, 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 integrate and 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+, plus 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. You won’t need your IT Team or HR Department to implement them. That is the beauty and ease of the SourceMob platform.

Looking forward to hearing from you,


Jeffery Giesener





Twitter: @thegies




by John Zappe