June 28, 2013
Mobile recruiting: 5 simple steps employers can take
Mobile recruiting is the hot topic in the industry these days. At its simplest definition, it boils down to making sure that any recruiting action is adjusted for mobile consumption. Be it a mobile-optimized job page, automatic text responses to application submissions, or using social media apps like Vine for employment branding videos, employers need to be thinking of the best ways to appeal to the mobile candidate.
The main thing recruiters need to know is that mobile is what candidates want, look for and expect. It is an indication to a candidate of a company’s culture and how “in touch” it is.
You can take advantage of the opportunities mobile presents without overhauling your existing recruiting business. Here’s how.
• Recognize that if content is king, then video is emperor. Employment branding videos on channels such as YouTube should be intuitive in this day and age, and they don’t require an investment of anything other than time, a camera and some employees passionate about their work.
• Keep your mobile career site simple. Remember that with mobile devices, keeping it simple is the rule: too much content gets lost on a small screen. Make the site easy to navigate and not too text-heavy. If your business sells products direct to consumers, setting up a Pinterest site that also has a jobs board is great employment branding. Create QR codes to use on business cards and marketing collateral that direct to your careers page.
• Consider communicating via text. When it comes to scheduling, send confirmations for phone screens via text rather than email. As a recruiter, I use my Google Voice account to text candidates who seem to forget about email for days (or even weeks) on end.
• Utilize the LinkedIn mobile app. Make sure that everyone involved in the hiring process -- including hiring managers and their teams -- uses the LinkedIn mobile app to connect with candidates at conferences and networking events.
• Explore other handy tools. If you have the budget, try “Tweet My Jobs,” which allows candidates to opt in for job notices via Twitter updates in specific industry channels.
Career Connection, an iMomentous application, allows candidates to apply via a mobile device with a LinkedIn profile, Google Docs or Dropbox interfaces. SmashFly offers a Recruitment Ad Distribution platform that can target a number of the main recruiting channels candidates are still using. And best of all, most of these up-and-coming tools supply highly targeted analytics about the end users.
SimplyHired recently analyzed how candidates use their mobile devices and what they want from employers. Some of the key takeaways: 55 percent want to receive some sort of alerts, while 45 percent want to be able to apply via their mobile devices and track their application status. Candidates also indicated a high probability of sharing jobs with their networks via social channels as well.
Seattle is at the forefront of the technology industry, and our local population (also known as our “candidate pool”) is tech-savvy -- even those who aren’t employed in the tech sector. They have certain expectations about being “on the edge” just by virtue of living here. Employers need to give the candidate pool what they want when working on recruiting plans and campaigns.
Kristen Fife is a senior technical recruiter in the Seattle market.
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