86% of Smartphone users would use their mobile to look for a job, and the quantity of people using mobiles to surf the internet is increasing all the time. It seems obvious that companies should incorporate mobile recruitment into their HR strategy: how to go about this, however, is not necessarily obvious.
In this article, we’ve taken a look at key questions in mobile recruitment, and tried to identify which aspects of it recruiters should bear in mind from the start onwards.
Key questions in mobile recruitment
Issues companies and recruiters should deal with in all stages of the recruitment process:
- Compatibility: What technical outlay is necessary for mobile recruitment?
- Tools: Which technologies and products are available or currently being developed, and where should you invest energy?
- Candidate experience: Where and when are potential applicants looking for a job? What can be said regarding user behavior and how mobile jobs are perceived? Should all jobs be advertised on mobile websites? How can mobile recruitment be best implemented from a candidate’s point of view?
- Range: How far does mobile recruitment reach? How can you reach potential passive candidates with mobile recruitment?
- Processes: Which steps should be considered in mobile recruitment?
Important aspects of mobile recruitment
Now that we’ve looked at some of the most common questions raised within these topics, let’s turn to each one in more detail:
- Compatibility: Your company webpage should be optimised for use with mobile devices. If you’re already doing this, you’re one step well ahead of many businesses! Furthermore, your various online “faces” (careers pages, advertised jobs and company website) should all be interconnected, and links leading to advertised jobs should be placed on mobile-compatible pages which can be shared in social media. Since most companies have not yet implemented these features, you should also make sure you list your position on job boards and job search engines, which can easily be accessed with mobile technology. JobisJob, obviously, is a great example of these
- Tools: “Mobile technology” doesn’t just mean Smartphones! Several different kinds of technology (the internet in general, apps, Wi-Fi) and devices (Smartphone, tablet, TV) fall into this category, and innovation in this area is sure to continue. Always try to think one step ahead and feature the latest developments on your website.
- Candidate experience: Each company should put themselves firmly in candidates’ shoes, and take time to consider where and when their base of potential candidates will be browsing for jobs. Using LinkedIn as a mobile-friendly site is easy. Adding data or documents, however, can make uploading times slow on many sites. To operate mobile sites in a more user-friendly way, think about disc space, appropriate links to social media and realistic calls to action (candidates should not be encouraged to apply directly, for example, if this is not possible on the mobile website in question).
- Range: You can make information about your company available in more places than you think. Listings on external job portals, as well as functions that allow your audience to share positions in social media, are a must. But you might also like to consider sharing videos or photos with links to the appropriate career page or job advert. This allows you to give your HR department’s image a positive boost. In the future, it seems as though we’ll need to pay increasing attention to the way jobs are published in social networks – by your employees, potential applicants and all of their extended networks – which can be reinforced with the help of job boards and job search engines. Measuring success in terms of quantity of social job shares is not a problem. Assessing qualitative experiences and opinions is more difficult, however – have a think about your evaluation criteria and key performance indicators beforehand to ensure a holistic recruiting strategy.
- Processes: Companies should the plan their mobile application systems strategically, with every part of the recruitment process in mind from start to finish. Generally, this can be broken down into three stages:
- Initial creation (by businesses) and perception (by jobseekers) of the job advert. The aim should be to provide complete and compelling information for the applicant, which should reach them in a place where they are receptive to career opportunities.
- Possible applications: how will candidates “hand in” their details and CV electronically, and how will this information be stored and processed by the company?
- “Follow-up” procedures, where applicants should be informed of the status of their application in a timely manner and possibly at regulated intervals.
Important: Make sure you think carefully about how you’ll provide the best candidate experience in all parts of this process.
Image Phone: Colorear Dibujos