Mobile Recruiting Strategies That Work


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Neal_Hardin_200x200Many Human Resources executives are still confused about mobile recruiting strategies, or don’t know where to start. In this interview, Neal Hardin, VP – Global Talent Acquisition at LexisNexis | Risk Solutions, shares his insights on how to build a successful mobile recruiting program, how to connect the dots between social media and mobile recruitment, as well as what works best for global and emerging markets.

 

Why is mobile recruiting such an important asset that HR should utilize?

Recruiting is still evolving with the use of Mobile Recruiting. With the advent of Social Media, everyone’s focus is on “staying in touch!” We have evolved into a culture that wants more information and wants it immediately. 56% of American adults have smartphones, consuming 12% of their time on them, (tripled since ’09). Now, recruiters and candidates have quicker access to each other. Social media also opens up many new opportunities in the ways organizations go about exit interviews, surveys, ect. Gen X-Y-Z’ers are not the only demographics utilizing smartphones these days.

Companies have only been on Mobile for the past year, past two years if you are really savvy! People prefer to communicate via mobile devices. Companies that are not set up for Mobile applications are missing out on high potential candidates. In addition, mobile apps/site optimization makes it easy for job seekers to complete job applications with features such as pre-populating application information, offering multiple  mobile-friendly resume-upload options and the ability to save an application in-progress. The result: an intuitive job application that serves to strengthen, not weaken your employer brand.

 

How do social media and mobile recruiting really relate?

There is a direct correlation with the advancements of Smartphones (apps). By 2014, mobile internet is expected to take over desktop Internet usage. 78-84% of Americans using social media update/research on their mobile device. Jibe, a mobile application leader, sees a higher conversion rate from talent coming in via social than talent directly approaching the career site. Candidates aren’t downloading job apps, so don’t bother. Mobile sourcing is about efficiency, not about using boolean strings on a mobile device. “Have you ever checked in on Foursquare at your competitor’s location and let people know that you are hiring?”

With a Mobile Friendly site candidates can learn about your company, view job listings, and see other content that helps tell your organization’s story – all in a format optimized for a mobile screen. Candidates can also search for jobs using geolocation, see their estimated commute time, leave a business card, integrate with social media accounts and share jobs with contacts – sharing is the big feature for social/mobile. Not only does it help with finding hard to reach talent, but it also helps strengthen your employer branding efforts, by helping create Brand Ambassadors.

 

What are some of the key things companies should be careful of when utilizing mobile recruiting?

Website Mobile Compatibility – Make sure your site is Mobile friendly. People want to look over your company and review available positions, and apply to jobs quickly and easily.

Too Impersonal – Because much of the online recruiting process may involve emails and possibly telephone interviews, it can be viewed as somewhat impersonal. Without the opportunity for the employer to hold multiple in-person interviews, it can be difficult to determine if the candidate will be a good fit for the company and its culture. The candidate may also have a hard time gauging whether the company is the right place for him or her.

Technology Issues – If your hiring process involves filling out an application, you may miss out on qualified candidates who would rather send a resume. Some candidates may not want to take the time or may not be confident enough with the security of an online application. There’s always the possibility that your application system may operate slowly or lose information during the submission process. Make sure you apply yourself to verify the site is mobile optimized (if you decide to build in-house).

 

What are a few important tips for companies who are venturing into mobile recruiting?

Test, Test, Test! – Verify that you can get to the Careers Portal AND Apply. Also, keep the clicks to a minimum. This will ensure that your drop-off rate remains low!

High Volume of Responses – Because anybody in the world with Internet access could potentially see your job posting, you’ll have to take time that you may not really have to wade through each application. To avoid unwanted applications, you’ll need to be careful as to how you word your job posting and be as specific as possible about the job duties and the qualifications you’re seeking.

Also, for Global Organizations – build with your global customers in mind. Engineer your website to display any language, comply with local government regulations related to privacy to ensure data protection, including adherence to the requirements of the US-EU Safe Harbor Framework.


 

Neal Hardin is a frequent best practices contributor to the Connex Human Resources Sector

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