If you wanted to improve your hiring initiatives this year, what would you do differently?
Today's recruiters require an ability to engage new talent quickly whether it's to meet seasonal demand or fuel new business opportunities. Last year many of the largest hirers launched some of their most ambitious campaigns to date.
Chipotle hired 4,000 new workers in a single day hiring spree to gain attention and lure job candidates away from other restaurant chains. According to CNN Money, the campaign's goal was a 6.7% increase in their total workforce. And according to Wired, the holidays major retailers like Amazon led the hiring charge increasing seasonal hiring by 25% to 100,000 new employees.
These hiring challenges have left employers seeking strategies that helps them attract and engage candidates more efficiently. With a recent Glassdoor Survey indicating that 89% of job seekers rely on their mobile devices in their job search, hirers are turning to mobile recruiting as the latest trend to fuel their growth and attract more applicants.
What is mobile recruiting?
To start, mobile recruiting is a strategy that uses mobile technology to attract, qualify, screen, engage, and convert job candidates into employees. Common strategies used for mobile recruiting includes the use of career sites, employee referrals, text-based recruiting, social recruiting, and employer branding across several social platforms.
3 Mobile Recruiting Trends:
1. Latest mobile recruiting trend lets you hire at the speed of text.
Time is of the essence when it comes to hiring, and historically that has meant utilizing email for business communications. In today's hiring environment, recruiters are moving even quicker and with people literally going to sleep and waking up with their phones next to them that means mobile recruiting.
Mobile recruiting by text allows recruiters to send mobile-optimized job descriptions to candidates, screen for the best candidates with automated text questions, nurture candidates through quick updates, schedule interviews and set up employee onboarding.
The difference between text messaging and email is the response created. Text averages 30% response rates over shorter periods of times, while email response rates for recruiters still average 2.3%. The speed and effectiveness of text messaging make mobile recruiting especially valuable for on-demand and time-sensitive hiring campaigns.
2. Keep your talent pipeline full with mobile recruitment.
Keeping an active and engaged pipeline of talent is essential to attracting lots of applicants, but this is often easier said than done. A candidate might interact with your brand and think to themselves they might be interested in career opportunities, but people get distracted and by the time they are home in front of computer it's unlikely the will remember to check your careers site.
One way to keep your brand front and center is to leverage Glassdoor employer branding. These enhanced profiles allow you to completely showcase your brand, and make the most of your job posts. Prospective employees will be able to search your brand, understand and engage with your company, and apply. You'll be able to keep building a healthy talent pipeline, and measure the performance of your employer brand by leveraging the Glassdoor Essentials.
Many employers now use keywords and shortcodes (i.e. text "jobs" to "55555" to apply for jobs) that allow people to enter talent communities immediately using their mobile devices from anywhere. Employers are putting these codes in restaurants, on college campuses and anywhere else potential candidates might be hanging out. Once someone has enrolled in your talent database you can send them a list of current job postings, schedule interview times, or if there isn't a great immediate fit then schedule regular updates to nurture those candidates and keep them engaged.
Mobile recruiting is a great way to grow your talent pipeline and keep candidates thinking about your employer brand.
3. Mobile recruiting helps diversify your efforts.
One of the best ways to increase applicants is to engage candidates that may have previously been ignored in past recruiting campaigns. Smartphones aren't cheap and many recruiters assume that only white, affluent job seekers with advanced degrees use mobile devices to manage their job search.
Jessica Miller-Merrell recently pointed out in an article that 13% of Americans with household incomes less than $30,000 are completely dependent on their smartphone (compared to just 1% of households earning more than $75,000 a year); and 12% of African American and 13% of Latinos are smartphone dependent compared with 4% of whites. Mobile recruiting is extremely effective in engaging candidates across different income, race and ethnic groups, and tapping into talent pools you may have previously missed.
To recap, mobile recruiting allows recruiters to increase hiring in three powerful ways:
- Generate higher response rates and faster response times through text messaging;
- Attracting new talent with keywords and shortcodes; and
- Tap into new and diverse talent pools.
As job seekers spend more and more time using their mobile devices, mobile recruiting will be one of the best strategies for companies looking to grow.