Mobile computing is changing everything, and recruiting talent is no exception. Here are six tips for taking your recruiting efforts mobile.
If your midsize company's recruiting strategy doesn't include mobile elements, you may not be reaching the best talent. Just have a look at the statistics: According to a recent study by marketing consultancy Kelton Global, 70 percent of job seekers want to apply for a job via smartphone, yet for more than a quarter of larger companies, the hiring process had no mobile-optimized components whatsoever. That's their loss, but it needn't be yours.
"Everyone is on mobile, and the trend will only grow," says Hilary Aslaksen, Executive Vice President, Talent Acquisition at Regions Bank. "Many millennials don't even rely on traditional computers. They use a mobile phone or iPad for almost everything. We have to be able to address that, because that's the future of who we're hiring." If you're ready to tap into a broader pool of potential talent via mobile technology, here are a few things to keep in mind:
Start with your website.
Your career website remains important, but the desktop computers it was initially designed for are no longer the only way candidates see it. You can optimize your site for mobile in two ways: either by creating an alternate version that loads when it detects a mobile device, or by using so-called responsive Web design that adapts itself automatically depending on the size of the screen it's shown on. Need more incentive? Websites that search engines determine are not mobile-friendly will find themselves lower down in search results.
Use social networks
Job websites and social networks can be a seamless pathway into mobile. "We partner with great vendors who have a strong mobile platform to drive candidates to our mobile site," Aslaksen explains. "They've proven to be great tools not only to search for and identify candidates, but also to get our employer brand out there and really develop a following."
Automate notifications
The Kelton survey found that a significant number of respondents were frustrated by not knowing the status of their applications. Automated messages are an instant and effective way of acknowledging receipt, updating candidates on their progress, and scheduling and confirming interviews. "In addition, candidates can get notifications through job searches they've set up," says Stuart Zweighaft, a corporate talent acquisition consultant at Strongbranch Services in Ramsey, New Jersey. "They don't have to be home in front of the desktop or laptop, so they can respond right away."
Streamline the job application process
While Zweighaft is skeptical that the application process can be entirely mobile, it does make sense to ensure that the application process be as easy as possible. Consider a ‘one-click' application option that establishes a means of communication and permits document uploading and other conveniences.
Find recruitment software that fits
"I think that people tend to economize when purchasing an applicant tracking system (ATS), and it can hurt them," Zweighaft says. "I'm not suggesting everybody needs a $100,000 system, but if you have 500 or 1,000 employees, you can't rely on the most basic systems, either. Options exist at the high end of the spectrum and there are also slightly less robust – and less expensive – solutions as well.
Know mobile's limits
As helpful and convenient as mobile can be, it's not the only channel that recruiters should pursue, nor is it the best approach for every aspect of the hiring process. Some systems, for instance, allow candidates to use their LinkedIn profile as a resume, but Zweighaft points out that the resulting data-scrape loses a lot of impact in the process, and can only provide a full picture if the profile is complete. "I often find myself emailing candidates and asking them to send a resume," he concludes.
In the end, Aslaksen and others see mobile recruiting as part of a greater strategy to remain at the forefront of technology that enhances interactions with all company stakeholders. "It's just one aspect of technology initiatives across the organization," she says. "That candidate may be a current or future banking customer, so it behooves us to make the process a great experience. For me, it's about showing at the get-go that we're a great company to come and work for."
