According to Birch Faber mobile recruiting is taking off as a critical talent attraction method is that it allows recruiters to show candidates that you are recruiting for a forward-thinking organization, and according to a recent IBM report, 70 percent of employees recognized as “high-potential” say that mobile recruiting makes organizations more attractive.
However, despite this progression, 65% of jobseekers think it has been more difficult to get a job due to a complicated application procedure.
With that in mind, here are three reasons your best hires will come from mobile recruiting:
1. 5G Speed
A fast and efficient hiring process has gone from being “nice to have” to a “must have” for modern employers. As employers have come to appreciate the costs of missing out on the most talented candidates and leaving positions unfilled for long periods of time, they have decided to do away with seven-page job applications and month-long recruiting cycles.
According to the IBM survey cited above, 73 percent of high-potential employees value mobile recruiting because it allows them to access job information more quickly. Additionally, 57 percent of high-potential employees said they liked mobile technology because it allows them to respond to job postings more quickly.
Mobile recruiting also carries many benefits for recruiters. According to the recently published Mobile Recruiting 2.0 eBook, recruiters who use text messages to communicated with candidates have average response rates of more than 30 percent, and 90 percent of recruiters’ messages are read within three minutes of being received. An efficient recruitment strategy indeed.
2. Keeping It Mobile
Job seekers value consistency when it comes to the recruitment process, and that is especially true for high-potential candidates. There are few bigger turnoffs than starting a job application on your phone and then having to move to the conversation elsewhere when it comes to actually discussing the role with a recruiter.
High-potential employees, compared to other employees, want more opportunities to look for information about potential jobs (58 percent vs. 52 percent), get job alerts (58 percent vs. 50 percent), express interest in job openings (41 percent vs. 29 percent), take job-related assessments (23 percent vs. 12 percent), and complete entire job applications (29 percent vs. 20 percent), according to the IBM report.
A complete mobile candidate experience is much more effective when recruiters are attempting to convert as many candidates as possible and/or appeal to high-performing candidates. Any process that makes job seekers bounce from one device to another only leads to more interruptions.
3. A Simple Text
When it comes to mobile recruiting, text messaging stands out as being favored almost 2:1 for communication by high-potential employees over other employees (40 percent vs. 23 percent). One reason for this is that text messaging requires no mobile app downloads and notifications are pushed automatically to the home screen on job seekers’ mobile devices.
Reflecting on my own job search experiences, I was always frustrated when I had to constantly check my email to see if I had received word from a potential employer. Text messaging would have saved me that trouble with notifications getting pushed to me directly.
How to Improve Your Mobile Recruitment Process
• A functioning mobile application process for recruitment needs to feel native – that is, natural and seamless. For this, mobile specialist developers and resources need to build it. They’re not cheap, but with 60% of traffic now coming from mobile and job seekers wishing to apply quickly and on the move, it seems a worthwhile investment.
• Avoid pinch and zoom in your mobile application system. Users are put off by having to zoom in to read part of a page, then pinch out to navigate the rest of a mobile website.
• Build a mobile application portal as just that – don’t try and move a desktop job application portal across to mobile. Start afresh.
• Should you wish to use video, know that 98% of videos are watched in portrait, and 90% of those are watched on mute.
• Having to input the same details over and over irks candidates – as Apple Pay allows you to save credit card details and never enter them manually again, having the ability to save candidate’s personal information and resumes on your mobile application site will mean less candidates leave the process out of frustration.
• Geotargeting is an option available for use on mobile that isn’t available to desktop, if candidates are searching for jobs in a specific geolocation you could even tailor your mobile recruitment process to enable candidates to search jobs by their “current location”, or a “saved” favourite location.
• As we’ve mentioned in a previous post too, if you can live chat or send a push notification (text message) to candidates, you can contact them in the moment a particular job is on their mind – even when they’re on the move. You don’t have to wait until they check their email.
• Keep the process short and sweet, the shorter and easier it is, the less candidates will drop off.
And last, use Conversational UI allowing live messaging interactions between candidates and recruiters.
• Have a mobile strategy separate to desktop
• Make applying for jobs easy on mobile – reduce the information needed and try to autosave personal details and resumes if possible to reduce drop offs
• Consider geotargeting and text messaging options to capture candidates’ attention whilst their mind is on the job
• Get mobile-trained talent to ensure your mobile website or application feels native and natural