Mobile Recruiting Is Hot: Here’s What You Need to Know
These days, we can do just about anything on our mobile devices, from ordering dinner to watching a movie to managing our money. So it only makes sense that more and more people are managing their careers on their smartphones and tablets. And we aren’t just talking about getting work done on the go, either. According to one survey, 43 percent of jobseekers are searching for jobs using their mobile devices. It seems that the days of scouring the newspaper classifieds and circling interesting openings with a red pen are truly gone.
However, while jobseekers are using their devices to look for jobs, employers aren’t exactly keeping up with the demand. As a result, they could be missing out on talented candidates. If you want to keep up with the ever-increasing demand for top talent, it’s vital that you incorporate mobile into your recruitment strategy. But since doing it wrong is just as bad, if not worse, than not doing it at all, here are a few points to remember before you launch a mobile recruitment strategy.
Mobile Web Pages Aren’t Just Smaller Versions of Existing Pages
Unfortunately, many companies hear the words “optimize for mobile” and interpret that to mean “make what we have fit on smaller screens.” While resizing pages for viewing on screens that may be as small as a few inches wide is important, successful mobile recruiting requires developing a site that takes advantage of the very features that make people use their phones in the first place.
This means condensing your website, with its pages and pages of useful information, into simple calls-to-action. It means making it easy for candidates to upload their resumes directly from their devices. It could even mean creating a dedicated application for managing the entire application process, from posting to hiring. In short, you need to explore the potential of mobile and be creative, understanding that a mobile site is different from your regular website.
Streamline the Mobile Application Process
Do you want to alienate and frustrate applicants? Then make your mobile application cumbersome. Research shows that the average mobile application takes 20 minutes to complete, and the majority of applicants end up finishing their applications on a desktop computer, especially if they need to upload a resume or other documents.
Ideally, a mobile application should take no longer than five minutes to fill out. Even better, applicants should be able to link directly to their LinkedIn or social media profiles to fill out an application instantly, and have the option of directly uploading a resume, cover letter, or portfolio samples from an online service like Dropbox. Another key to simplicity is to avoid collecting extraneous information up front. Collect only what you absolutely need to make a decision regarding an interview or other follow-up, and ask for additional information then.
One of the best ways to drive candidates to your mobile careers site is via social media. Chances are they are already using their smartphones to log on to Facebook, Twitter, and LinkedIn, so why not use that to your advantage and meet them where they are? Make posts using shortened URLs, or incorporate QR codes into marketing materials that will lead candidates right to your mobile career site.
Know Your Audience
Perhaps unsurprisingly, Millennials are most likely to use mobile recruiting tools, but that doesn’t mean you should ignore it if you are aiming for more experienced candidates. In fact, people over age 45 are the fastest-growing segment of app users, and those who are already familiar with the mobile landscape may expect to be able to apply for new jobs on the go.
At the same time, knowing your audience also means understanding that not all older or more experienced workers are comfortable managing their job hunt on their smartphones, and may still rely on the traditional ways of searching for and applying to open positions. Therefore, you need to find balance in your recruiting strategy; in other words, mobile recruiting should be part of your strategy, not your entire strategy.
Mobile recruiting isn’t just about posting open positions and accepting applications. Recruiters should tap into a smartphone’s functions to make everything about the hiring process easier, even interviews. Try conducting first round interviews via video chat on a mobile device, saving everyone time.
Again, a dedicated recruiting app can make it easier for candidates to see where they are in the process, or easily contact a recruiter with questions. Including a “click to call” button or instant message function on the app, for example, allows candidates to stay in touch easily as they move through the process. Mobile scheduling for interviews and follow-ups is another useful feature that makes the process easier for everyone.
According to Inc. Magazine, companies plan to invest 50 percent more in mobile recruitment efforts this year than they did last year, and the numbers are still growing. If you have not yet explored how you can include mobile in your recruiting efforts, the time to do so is now, or you risk losing out on qualified and talented candidates.