• Want to try Social Recruiting but unclear how to start?
• You’ve had success recruiting on LinkedIn, how do you expand into other Social Networks?

Social Recruiting isn’t going away nor should it be treated as a “fad.” In fact, according to Businessinsider.com, last year 1 out of 6 hires were sourced out of Social Media.

Do you know how many hires came from Social Media?

Social and Mobile Recruiting are on a trajectory that will forever change the future of your Talent Acquisition, but are you struggling to get your share?

Suggestions To Improve Your Social Talent Acquisition

At SourceMob we do not see Social Recruiting/Talent Acquisition as simply finding another platform (Facebook/Twitter/Mobile) for pushing a fire hose of jobs through the historic model of “Push” job marketing. Nor do we agree with distributing hundreds of unfiltered jobs at your potential candidates through your merchant Facebook/Twitter/Google+ marketing, through the Facebook Timeline or through 3^rd party free sharing tools (which often violates your own privacy policy).

Our goal is to first focus on developing your very own HR Company branded Career Center on your website, Facebook, Twitter, Google+ and Mobile/Tablet platforms. We do not believe in pushing job content but instead believe in pulling preferred Candidates into conversations.

Yes… it is sort of like finding passive needles in a recruiting haystack, but that is precisely why our Talent Acquisition solutions are successful for our clients.

SourceMob is not just a technology company. We not only help you sell your jobs to Passive Candidates, but also facilitate relevant and engaged conversations that help grow your Social Fan base.

Remember Social/Mobile Recruiting has moved the playing field where your top Candidates are in control of their recruiting and as a result your brand and HR Team is not. Additionally, your Candidate wants your jobs and conversations to come to their social network and engage with you where and when it is convenient for them.

What we coach and mentor our client to do first and foremost is that they must be willing to innovate and put on a new pair of Social Talent Acquisition sneakers (we say sneakers because the sheer speed at which social and mobile is moving). Then you must be willing to test and DUMP your “old school” sourcing methods that are working less and less today. Why…because your best (Passive) Candidates are now in control of their job transitions and our program analytics will prove it to you.

The SourceMob Program provides your Talent Acquisition Team with a suite of Social and Mobile Talent Acquisition and Conversation solutions that engage with your Candidates resulting in increased hires, higher levels of Candidate loyalty, brand building and a reduction in hiring costs.

 “We don’t have a choice on whether to do Social and Mobile Recruiting but the only question is how well we do it.” Erik Qualman –author Socialnomics

At SourceMob we can easily and quickly help you broaden your Talent Acquisition strategy to include 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 (we call them SourcePools) capturing relevant job category conversations, which reduce your hiring cycle time and cost to hire.

I’d recommend that we set up a time over the phone where we can get to know your specific Talent Acquisition objectives. With that understanding we can begin to design a Social and Mobile Social Recruitment program that will fit your company’s unique situation and strategy.

To learn more check out our video at sourcemob.com. For a virtual or personal presentation simply ring me up at 612-249-2740 or email me at jeff@sourcemob.com

Looking forward to hearing from you,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @thegies

http://www.linkedin.com/in/jefferygiesener

Engagement requires a soft touch, not a hard sell.

Companies who are succeeding in recruiting on social networks have developed a sourcing strategy which looks more like customer service than a typical recruiting model and focuses on a conversational approach to luring 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) accomplishes a successful social recruitment position statement to potential candidates
2. Make your Social Career Pages interesting, collaborative and ready to drive relevant content frequently enough to stimulate ongoing conversations with your potential candidates
3. Grow your Social Fan Base.

What is important to realize is that a conversation is not an application. It is just what it sounds like… a conversation. Passive candidates increasingly 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. Not to mention they want to stay off the recruiting radar until they are ready to make the first move. This is why it is important to have a conversation mechanism in place SourcePools so your recruiters can engage with these candidates.

So How Do You Start?

Simply start by creating or selecting a conversational topic on your 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. 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 SourcePools or talent communities around your job categories.  But remember: building conversations and engagement with Passive candidates comes first, takes time, and needs a level of excitement and energy from your Talent Acquisition Team to come across as being credible.

Remember that luring Passive Candidates into a more substantial conversation is the key goal. These conversations need to be nurtured over a period of time that fits within the Candidates timeline–not yours. If things feel right for them, they will apply in their own time.

Social networks have dramatically jump started the process of recruiting through the exponential growth of conversations, the cascading distribution of your job content, and the viral leverage of sharing. Plus, Social Recruitment is now bringing down the cost of recruiting–especially for Passive candidates.

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 drives 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’s 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 more informed about the company prior to accepting the job, and show longer retention cycles

At SourceMob we can easily and quickly help you broaden your Talent Acquisition strategy to include 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, SourceMob’s Recruiting and Conversational solutions basically run on autopilot. We also provide you Talent Communities (we call them SourcePools) capturing relevant job category conversations, which reduce your hiring cycle time and your cost per hire.

To learn more check out our video at sourcemob.com. For a virtual or personal presentation simply ring me up at 612-249-2740 or email me at jeff@sourcemob.com

Looking forward to hearing from you,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @sourcemob

http://www.linkedin.com/in/jefferyjeffgiesener

— Sharing is the new giving

— Participation is the new engagement

— Recommendations is the new job advertising

As a Talent Acquisition Professional, it’s no longer enough to just understand a candidate’s traditional career behaviors. Did you know Passive candidates who are engaged in social and mobile media leverage the use of social/peer, 3^rd-party, and independent editorial content in their career decision-making process?

According to a recent career transition study, the current breakdown on the sources of job transition stands at 29% social/peer content, 36% public relations, 35% independent editorial. In just two years, it will be dead heat across all three career states.

Is it surprising to you that savvy candidates will increasingly hold social/peer content at an equal or higher level of importance over the other job content states? It shouldn’t.

Getting a leg up in Social Recruitment is all about driving candidates to your Social Career Centers and building your social fan base. How do you do this? Use data-protected and permissioned Sharing Widgets to increase your career fan base. But be careful not to violate your Privacy Policy by using 3^rd-party cookie-based or personal information capture sharing widgets.

The New Social Leverage…

1)    Sharing Is The New Giving — So how do you build Social Sharing into your Social Talent Acquisition? Stephen Denny in his new book called Killing Giants writes that consumers (candidates in this case) no longer act as though it is all about “me”. They want to receive support from those around them and give back as they receive. It’s not only about “me, but also about my family, my community, my co-workers and my planet.”

With global sharing platforms like your Career Centers on Facebook, Twitter, Google+ and Mobile you now can leverage your employees as one of your key jump off points for your Social Recruiting opportunities.

2)    Participation Is The New Engagement

• Are your Recruiters engaged in conversation with your Candidates?
• How easy is it for your Candidates to have a conversation with your Recruiters?
• Do you force your Candidates through the painful application process before they engage in any form of serious discussions with your Recruiters?
• Have you discovered how few Candidates actually apply? Do you know your applicant defection rate?
• What does all of the above say about your willingness to engage your Candidate in a career conversation?

In the Age of Facebook, Twitter, Google+ and Mobile you’ll find that Candidates are increasingly showing disinterest and mistrust in the traditional approach of being recruited. They don’t want you to talk at them, they want you to talk to them… and they want to be able to talk back!

3)    Recommendations Are The New Advertising

Recommendations are very personal.

• When you decide to recommend a job to a friend, don’t you first vet the position and the company?
• Don’t you seek out a trusted referral?
• Don’t you seek to make sure you make the best decision and protect your network and the company?

Of course you do. So when you are in the process of Social Recruitment step back and think about how your Candidates currently seek out “TRUSTED” referrals? They are most likely speaking with your current and past employees.

At SourceMob we can easily and quickly help you broaden your Talent Acquisition strategy to include 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 (we call them SourcePools) capturing relevant job category conversations, which reduce your hiring cycle time.

To learn more check out our video at sourcemob.com. For a virtual or personal presentation simply ring me up at 612-249-2740 or email me at jeff@sourcemob.com

Looking forward to hearing from you,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @thegies @sourcemob

http://www.linkedin.com/in/jefferygiesener

As Facebook, Twitter and Google+ all continue to grow at exponential rates, the frequent question from Talent Acquisition Executives is “when should I begin to participate in Social Sourcing?”

What you SHOULD be asking is…

• When is it the right time for a business to source socially?
• How do I even start and what tools do I use?
• I know LinkedIn is working for us, but should LinkedIn be the extent of my social Talent Acquisition?
• If I build a Social Careers Center, how do I grow my Fan base?

Do you have a gut feeling that you are missing on a significant opportunity to build on the new super highways for Candidates to find your jobs using Social Networks?

At SourceMob.com we have been counseling our clients on these points for some time now. It is also why our clients are signing up with us as they are starting the process of socializing their Talent Acquisition opportunities and learning how to grow their Social Candidate Fan base. Yes…as I said, this is much more than just using LinkedIn for your social recruiting efforts.

Our clients tell their story…

— Angela Blomquist – Senior Talent Acquisition Specialist –                                           Upsher-Smith Laboratories, Inc.

“Based on our talent acquisition strategies and our desire to get more involved in social media, SourceMob is the perfect solution for us. I believe the exposure, along with the data that SourceMob’s solutions are going to provide, will be beyond what our expectations may be”.

Harvey Clay – Recruiting Manager – Eximer Technology Staffing

“Those who follow Eximer Technology Staffing Services have seen our attempts to establish a Social Media presence. We were “early adopters” of the Facebook Careers Page and of Twitter for broadcasting job openings and sharing Industry insights.  SourceMob is our choice as Partner as we expand our efforts to engage with more Professionals in the I.T. Community. Jeffery Giesener is a knowledgeable Consultant and he is rapidly becoming a Subject Matter Expert for Staffing Companies who want to adopt Social Media as a much needed tool in their Recruiting efforts. After much research, Eximer has decided on SourceMob as the best all-around solution for our Recruiting Strategy. We are excited to get started using the tools, and can’t wait to see the analytics and the expected results!”

— Everett Myers – CEO – Fruitshare

“We know that our social engagement and conversations need to also happen on our social channels and not just forcing them to come to our Corporate Site”.

Getting in front of the curve…

Now is the time tobe “in front of the social recruiting curve”, building and managing your Social Career Centers (on Facebook, Twitter, Google+ and Mobile) before your competitor beats you there. If you move quickly, you will benefit from the first mover advantage and get the best Candidates who are currently looking for jobs on social networks.

Here’s why: a recent Pew study indicates 49% of employed Americans are looking for a job on social networks. Last year 1 our of 6 jobs were sourced from Social Media and Pew also indicated that in the late 2000’s, the percentage of companies integrating their Applicant Tracking System (ATS) with their Social recruiting strategies increased from 35% to 75%.

The simple fact is that Social Talent Acquisition is here to stay. Make no mistake, your Candidates still want to engage with you around your job postings. But unlike the past, they now want to do it via their social networks. The Social Recruiting genie is out of the bottle and is never going back in.

Still not convinced? Still mentally sitting on the sidelines? Well I only have to take you back 10 short years to a day when many HR Pros said things like…

• My Candidates are still looking for jobs in the newspaper.
• Why would I move away from my tried and true cold calling techniques?
• Email communications is too impersonal for the recruiting purposes.
• A Company Career Center…come on?

Do some of these resonate with you? At SourceMob we can easily and quickly help you broaden your Talent Acquisition strategy to include Career Centers (which we build for you) on Facebook, Twitter, Google+ and Mobile. And we do this without involving your IT Team and their budget, nor your HR management resources. In fact, the SourceMob solutions basically run on autopilot. We also provide you talent communities called SourcePools, which capture relevant job category conversations and reduce your hiring cycle time.

To learn more check out our video at sourcemob.com. For a virtual or personal presentation simply ring me up at 612-249-2740 or email me at jeff@sourcemob.com

Looking forward to hearing from you,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @thegies

http://www.linkedin.com/in/jefferyjeffgiesener

As Facebook, Twitter and Google+ all continue to grow at exponential rates, the frequent question from Talent Acquisition Executives is “when should I begin to participate in Social Sourcing?”

What you SHOULD be asking is…

• When is it the right time for a business to source socially?
• How do I even start and what tools do I use?
• I know LinkedIn is working for us, but should LinkedIn be the extent of my social Talent Acquisition?
• If I build a Social Careers Center, how do I grow my Fan base?

Do you have a gut feeling that you are missing on a significant opportunity to build on the new super highways for Candidates to find your jobs using Social Networks?

At SourceMob.com we have been counseling our clients on these points for some time now. It is also why our clients are signing up with us as they are starting the process of socializing their Talent Acquisition opportunities and learning how to grow their Social Candidate Fan base. Yes…as I said, this is much more than just using LinkedIn for your social recruiting efforts.

Our clients tell their story…

— Angela Blomquist – Senior Talent Acquisition Specialist –                                           Upsher-Smith Laboratories, Inc.

“Based on our talent acquisition strategies and our desire to get more involved in social media, SourceMob is the perfect solution for us. I believe the exposure, along with the data that SourceMob’s solutions are going to provide, will be beyond what our expectations may be”.

Harvey Clay – Hiring Manager – Eximer.com

Those who follow Eximer Technology Staffing Services have seen our attempts to establish a Social Media presence. We were “early adopters” of the Facebook Careers Page and of Twitter for broadcasting job openings and sharing Industry insights.  SourceMob is our choice as Partner as we expand our efforts to engage with more Professionals in the I.T. Community. Jeffery Giesener is a knowledgeable Consultant and he is rapidly becoming a Subject Matter Expert for Staffing Companies who want to adopt Social Media as a much needed tool in their Recruiting efforts. After much research, Eximer has decided on SourceMob as the best all-around solution for our Recruiting Strategy. We are excited to get started using the tools, and can’t wait to see the analytics and the expected results!

— Everett Myers – CEO – Fruitshare

“We know that our social engagement and conversations need to also happen on our social channels and not just forcing them to come to our Corporate Site”.

Getting in front of the curve…

Now is the time tobe “in front of the social recruiting curve”, building and managing your Social Career Centers (on Facebook, Twitter, Google+ and Mobile) before your competitor beats you there. If you move quickly, you will benefit from the first mover advantage and get the best Candidates who are currently looking for jobs on social networks.

Here’s why: a recent Pew study indicates 49% of employed Americans are looking for a job on social networks. Last year 1 our of 6 jobs were sourced from Social Media and Pew also indicated that in the late 2000’s, the percentage of companies integrating their Applicant Tracking System (ATS) with their Social recruiting strategies increased from 35% to 75%.

The simple fact is that Social Talent Acquisition is here to stay. Make no mistake, your Candidates still want to engage with you around your job postings. But unlike the past, they now want to do it via their social networks. The Social Recruiting genie is out of the bottle and is never going back in.

Still not convinced? Still mentally sitting on the sidelines? Well I only have to take you back 10 short years to a day when many HR Pros said things like…

• My Candidates are still looking for jobs in the newspaper.
• Why would I move away from my tried and true cold calling techniques?
• Email communications is too impersonal for the recruiting purposes.
• A Company Career Center…come on?

Do some of these resonate with you? At SourceMob we can easily and quickly help you broaden your Talent Acquisition strategy to include Career Centers (which we build for you) on Facebook, Twitter, Google+ and Mobile. And we do this without involving your IT Team and their budget, nor your HR management resources. In fact, the SourceMob solutions basically run on autopilot. We also provide you talent communities called SourcePools, which capture relevant job category conversations and reduce your hiring cycle time.

To learn more check out our video at sourcemob.com. For a virtual or personal presentation simply ring me up at 612-249-2740 or email me at jeff@sourcemob.com

Looking forward to hearing from you,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @thegies

http://www.linkedin.com/in/jefferyjeffgiesener

If you haven’t seen the video compiled by TweetMyJobs about social recruitment, I’d like to share it with you.

Watch the video on Social Recruitment (click below)

http://bit.ly/yoSEE6

These stats are specific to the American market, but you can extrapolate these numbers globally.

Of the job hunters surveyed:

• 29% use social media as their primary job hunting tool
• 46% spend 6 or more hours on social media sites job hunting

Of the companies:

• 57% says it improves company branding
• 52% of companies say social media produces more applications

BUT 92% of companies only spend 10% on social recruiting initiatives!

(So what’s the rest doing? Job board postings and newspaper advertisements? Also, LinkedIn is not the only social recruiting opportunity!)

It certainly looks to me like Candidates are sending a powerful message to recruiters: “GET SOCIAL!”

We at SourceMob can easily and quickly help you broaden your Talent Acquisition strategy to include 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.

To learn more check out our video at sourcemob.com. For a virtual or personal presentation simply ring me up at 612-349-2740 or email me at jeff@sourcemob.com

Looking forward to hearing from you,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @thegies

http://www.linkedin.com/in/jefferygiesener

Many evenings you can see along the horizon the “evening star” called Venus. Above Venus is the planet Jupiter, which has more than 60 known moons.

Don Peppers from a recent blog post states, “The solar system is a network of planets, each of which has its own network of moons, so it provides a analogy for social networks, which are also networks of networks.”

Should your company be engaged in Social Talent Acquisition?

Should you be jumping on the Social Talent Acquisition bandwagon? Frankly, NO. But read on…

Based on my career experience, you shouldn’t jump into Social Talent Acquisition unless you are ready to dive into the water from the deep end. This isn’t “toe in the water” stuff.

Diving in means your Team is ready…

• to participate, champion and manage this new Social space for better and for worse
• to participate and monitor Social conversations on your Career Sites in a timely fashion
• to try new things and not look over its shoulder or get bogged down with cultural or organizational obstacles or politics

I know all of the above are easier said than done. But to start, who on your Talent Acquisition/HR Team is going to hit the Board Room table or your Leadership team and challenge your business to dive into Social Talent Acquisition? Who will be your Social Champion?

Case in point: when I worked for DoubleClick in the late 90’s early 2000, I often heard Fortune 1000 companies say, “eCommerce? Heck, I will stay with my stores or my catalog. Spending time on this eCommerce thing–come on Jeffery, you got to be kidding. We make all our money with stores or catalogs.” Look what has happened just a decade later. Where are these stores and catalog businesses now? Many are simply gone!

Embracing Talent Acquisition…

Unless you are willing to embrace Social Talent Acquisition (and that means also marketing to drive candidates to your Social Career sites), why bother starting? Ahh…I can hear your thoughts. It’s Kevin Costner’s dilemma in the film Field of Dreams: “if I build it, will they come?”

Everyone knows, of course, that “network marketing” is the best way for your Candidates to find out about job openings and career opportunities. But is there a way to leverage your current employee to generate visits to your Social Career Centers?

The answer is yes, and it’s called Talent Acquisition Marketing. Almost 30 years ago, a landmark study by Granovetter called “The Strength of Weak Ties” showed conclusively that the best leads for job opportunities are more likely to come from your more distant colleagues and friends, as opposed to your closest ones. This isn’t because your close friends don’t give you good recommendations, but because you and your other close friends are more likely already to know about the same job openings, while the job openings known to your more distant colleagues–those with whom you don’t interact very often–are not as likely to be known to your own friends.

So why is this all important? It’s exactly how Social networking will work to find you Candidates who won’t find you on their own. Simply put, your best source of Passive Candidates is your employees’ networks, and your success rests upon enabling them to virally spread your job postings and Social Career Centers. At SourceMob we call this creating SourcePools, and it’s what we do best.

To learn more about how we can help you start conversations with targeted Passive Candidates, simply ring me up at 612-349-2740 or email me at jeff@sourcemob.com for a conversation and a short virtual presentation. Visit our website at SourceMob.com to learn more or check out our video http://vimeo.com/40314839

Best,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

email: Jeff@sourcemob.com

Phone: 62-349-2740

http://www.linkedin.com/in/jefferygiesener

Greetings!

Many evenings you can see along the horizon the “evening star” called Venus. Above Venus is the planet Jupiter, which has more than 60 known moons.

Don Peppers from a recent blog post states, “The solar system is a network of planets, each of which has its own network of moons, so it provides a analogy for social networks, which are also networks of networks.”

Should your company be engaged in Social Talent Acquisition?

Should you be jumping on the Social Talent Acquisition bandwagon? Frankly, NO. But read on…

Based on my career experience, you shouldn’t jump into Social Talent Acquisition unless you are ready to dive into the water from the deep end. This isn’t “toe in the water” stuff.

Diving in means your Team is ready…

…to participate, champion and manage this new Social space for better and for worse

…to participate and monitor Social conversations on your Career Sites in a timely fashion

…to try new things and not look over its shoulder or get bogged down with cultural or organizational obstacles or politics.

I know all of the above are easier said than done. But to start, who on your Talent Acquisition/HR Team is going to hit the Board Room table or challenge your Leadership team to dive into Social Talent Acquisition?

Who will be your Social HR Champion?

Case in point: when I worked for DoubleClick in the late 90’s early 2000, I often heard Fortune 1000 companies say, “eCommerce? Heck, I will stay with my stores or my catalog. Spending time on this eCommerce thing-come on Jeffery, you got to be kidding. We make all our money with stores or catalogs.” Look what has happened just a decade later. Where are these stores and catalog businesses now? Many are simply gone!

Embracing Talent Acquisition…

Unless you are willing to embrace Social Talent Acquisition (and that means also marketing to drive candidates to your Social Career sites), why bother starting?

Ahh…I can hear your thoughts. It’s Kevin Costner’s dilemma in the film Field of Dreams: “if I build it, will they come?”

Everyone knows, of course, that “network marketing” is the best way for your Candidates to find out about job openings and career opportunities. But is there a way to leverage your current employee to generate visits to your Social Career Centers?

The answer is yes, and it’s called Talent Acquisition Marketing. Almost 30 years ago, a landmark study by Granovetter called “The Strength of Weak Ties” showed conclusively that the best leads for job opportunities are more likely to come from your more distant colleagues and friends, as opposed to your closest ones. This isn’t because your close friends don’t give you good recommendations, but because you and your other close friends are more likely already to know about the same job openings, while the job openings known to your more distant colleagues-those with whom you don’t interact very often-are not as likely to be known to your own friends.

So why is this all important? It’s exactly how Social networking will work to find you Candidates who won’t find you on their own. Simply put, your best source of Passive Candidates is your employees’ networks, and your success rests upon enabling them to virally spread your job postings and Social Career Centers. At SourceMob we call this creating SourcePools, and it’s what we help our clients execute.

To learn more about how we can help you start conversations with your targeted Passive Candidates, simply ring me up at 612-349-2740 or email me at jeff@sourcemob.com for a conversation and a short virtual presentation. Visit our website at SourceMob.com to learn more and check out our video http://vimeo.com/40314839

• 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:jeff@sourcemob.com for a conversation and short virtual presentation. Visit our website at SourceMob.com to learn more.

Best,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

Twitter: @thegies

http://www.linkedin.com/pub/jeffery-giesener/0/600/b82

25% of Google Paid Search now on a Mobile Devise

What’s Your Mobile Talent Acquisition Strategy?

Marin Software has released “The State of Mobile Search Advertising and the study provides more evidence of how “Search” is being profoundly affected by Mobile devices. In almost every category there’s triple-digit growth according to the report, which projects that smartphones and tablets will combine to generate 25% of all Google’s paid search clicks in the US by the end of 2012.”

Plus according to Morgan Stanley by 2014, 50% of all ecommerce sales will be done on Mobile/Tablet devises and in England they are already there.

So if Mobile is already playing such a significant role in Search, one would assume your Candidates are performing career searches on their mobile devices and according to SourceMob data they already are.

At SourceMob we are looking for 10 companies to BETA our Mobile Sourcing Platform. Will you be one of them at a 50% Savings?

At SourceMob we provide fully functioning Mobile Career Center that instantly become part of your Talent Acquisition and Social Sourcing efforts. In fact, we just plug into your existing Applicant Tracking System (ATS). You will be amazed just how fast your will see new Candidate traffic from all your new Social and Mobile Career Centers (Facebook, Twitter, Google+ and Mobile). And our Enterprise Analytics and Professional Services proof this to our Client’s everyday.

With SourceMob your job content automatically distributes to all of your Career Centers including Mobile that we build for you. And when you post new job content into your ATS, SourceMob then distributes this content to all your Career Centers instantly. So no up-front IT implementation or on-going manual resources needed from your IT or HR Teams. Plus when your Candidates bookmarks relevant jobs they are interested in they then can Share, Follow, Tweet, Circle, email, text and of course Apply using our anonymous, data-protected and proprietary Sharing widget. Your data is your data and it is permissioned by your Candidate and in sync with your Privacy Policy.

The SourceMob platform isn’t only about delivering job postings you can distribute any sort of content to your Candidates or Employees (passwords protection is available) within your Career Centers. Obviously distributing relevant content is KING. Effective Social and Mobile Sourcing is about earning your audience’s permission and delivering relevant and actionable content within a pure-permission structure. When you do the above you establish the relevant conversations both with your Candidates (Passive and Active) and Employees.

What is your ROI?

Looking for Companies to BETA our Analytics Platform

A underpinning and fundamental component of your Talent Acquisition strategy is to know where your traffic is coming from, Mobile or Social, Job Boards, LinkedIn, Search, Indeed.com or any of your referring links. But it amazes me just how few companies actually know their Career Page visit rates, conversion by spend, referring links, hires by source and their ultimate metric hiring ROI?

All of these stats are key determinates in getting you an optimized Apply ROI.

Using SourceMob Enterprise Analytics and our Professional Services you will know everything you want to know about your HR traffic metrics and goal conversions. Plus this knowledge managed in the right way will enable you to optimize your hiring ad spend processes and that will make a massive difference to your hiring budget and to the efficiency of hires you make.

In just one week after turning on their Social and Mobile Career Centers using SourceMob Social Solutions our clients Apply rates jumped at a lower add spend and yours will too. We have the years of eCommerce, Social and Mobile experience so we can Walk the Talk and Prove It To You.

We are currently looking for clients to help us with a BETA for our Mobile and Analytics Components. Do you want to get on the ground floor with SourceMob? Our growth is staggering and as such, let us show you how our Mobile Sourcing and Analytical solutions are working for our clients today.

Engage and Converse using SourceMob…

At SourceMob we help you engage with your Passive Candidate through our suite of Candidate Conversations Solutions.

• We will build your Social and Mobile Career Centers that engage in Candidate conversations
• We Auto-pilot your job content without the use of your IT Team or any HR Program Management
• We help you source your Passive Candidates who are not easy to find
• We help you grow your HR focused Facebook Likes, Twitter Followers and Google+ Circles
• We provide Professional Services to grow your Social and Mobile Sourcing opportunities including analyzing and optimizing a host of analytic metrics to streamline your hiring processes
• We provide a unique proprietary Sharing Tool that syncs with your Privacy Policy.
• We enable you to have on going Social and Mobile conversations and

engagement with all your Candidates and get them hired

To learn more simply ring me up at 612-349-2740 or email me at mailto:jeff@sourcemob.com for a conversation and short virtual presentation. Visit our website at SourceMob.com to learn more.

Best,

Jeffery

Jeffery Giesener

CEO/Founder

SourceMob.com

jeff@sourcemob.com

612-349-2740

http://www.linkedin.com/pub/jeffery-giesener/0/600/b82