In the digital age, optimising recruitment efforts for mobile users is a must. Mobile devices are quickly replacing desktop computers as the preferred method for searching, reviewing, and applying for jobs. Embracing mobile recruitment is a way for today’s employers to expand their reach and increase the likelihood of finding and hiring top performers. Companies who fail to adopt a mobile-first approach put themselves at a competitive disadvantage.
According to Glassdoor, nearly half of job seekers use a mobile device to look for employment opportunities at least once a day, and more than half use them to read employee reviews and research salary information. Furthermore, research conducted by Kelton Global revealed that 70 percent of job seekers want the ability to apply for a job from their smartphone—yet at least 25 percent of large corporations don’t have any part of their hiring process optimised for mobile.
However, there is more to mobile recruiting than simply making sure your job posting can be accessed from a smartphone. Below are some of the most important qualities of an effective mobile strategy.
Quick and convenient
You only have so much time to grasp the attention of today’s tech-savvy candidates. Part of the appeal of mobile recruiting is it allows job seekers to find and apply to open positions quickly and seamlessly—even if they are on the go. If the job ad is too lengthy, takes too long to load, or requires too many steps in the process, you run the risk of losing potential employees. Keep application forms short and brief. Also, provide a way for them to upload their résumé quickly.
According to Kelton, 86 percent of active candidates begin the initial phase of their job search from their smartphone and 55 percent want the ability to upload their résumé to a career site. Ideally, they should be able to apply using a social profile like LinkedIn, as this functionality is more mobile-friendly than having to upload a file.
The entire application process shouldn’t take more than a few clicks. The longer they have to spend on the process, the more likely you are to lose them.Mobile recruitment processes must be quick, simple, and responsive. Click To Tweet
Don’t use the same redundant, tired job ads for each new position. A custom post should be created for every new role that opens up, and it should be tailored to attract the ideal candidate. This includes using language that appeals to professionals in this field. And while you want to keep these ads concise and easily digestible from a mobile screen, you also should make sure you include all the necessary information the candidate might find important, including:
- Salary and benefits
- Career advancement opportunities
- Company culture
The job posting is a way for employers to demonstrate their unique personality and brand and highlight what makes them different than other companies within the field.
Another way to personalise mobile recruitment efforts is to take a customised approach to communicating with candidates. For example, if you reach out to a job seeker online, such as through social media, make your message specific to them, mentioning their particular skills and qualifications that interested you. This will increase your chances of getting a response from top performers, as it is a way to stand out from competitors.
When it comes to mobile recruitment, everything must be immediately accessible, optimised, and translate seamlessly across all devices. This doesn’t just mean having a responsive website. It also applies to your career pace, job ads, as well as your blog and any other channels where a candidate might interact with your brand.
However, it is important to acknowledge that developing an effective mobile recruitment strategy isn’t a one-and-done deal; it is an ongoing process that will require consistent updating. In today’s highly competitive and ever-evolving landscape, leveraging technology to maintain a responsive and adaptive approach is critical. Using an applicant tracking system (ATS) is a great way to streamline the mobile recruitment process and enhance your ability to successfully optimise, organise, and manage talent acquisition efforts.
This article first appeared on BALANCEview blog on October 10th, 2016.