Mobile Is A Must In Any Decent Recruiting Efforts

When it comes to recruiting, mobile can’t be an afterthought.

As the number of mobile devices proliferates, so does the uses, requiring companies of all sizes to embrace mobile as a recruiting tool.

The Importance of Embracing Mobile

“Various studies show that over three-fourths of employed workers are either open to or actively looking for new job opportunities, with even higher statistics for millennial workers,” says Laura Kerekes, chief knowledge officer at Think HR, the human resources consulting company. “Many are searching for new job opportunities during the day at work on their personal smart devices.”

Employed people aren’t fools. They know their bosses can easily find out if they are searching for jobs at their desk during work hours. That is why many people use their mobile device to search either during work or while they are at lunch or commuting home. Even unemployed people tend to search and apply for jobs untethered from a desktop. Because of that companies have to make it easy for job candidates to see and apply for jobs whenever and wherever or risk losing top talent to the competitor.

Your Careers Site Must Be Mobile Optimized

One of the first things companies need to review when they are embracing mobile as a recruiting tool is their career website. That’s because the site has to be optimized for mobile so job seekers will see the same thing whether they are on a tablet, laptop or mobile phone. “You really can’t bolt on some last minute solution,” says Dan Finnigan, president and chief executive of Jobvite, the recruiting platform company. “It has to seamlessly integrate with the existing apply process.” According to Finnigan if it doesn’t, then job candidates won’t be able to fill out the information you need them to and you could miss out on an ace in the hole employee.

Having it optimized is one thing but making sure it works is another.  Kathy Harris, managing director of recruiting firm Harris Allied, says companies need to test their efforts to make sure it is easy to read, easy to access and easy to apply on a mobile device. She says countless companies forgo the testing phase and end up making it hard for job candidates to see a job add let alone apply. “We recommend companies use it,” says Harris. “Go on like a job seeker and ask yourself does this make sense, does this work.”

Don’t Forget Your Job Advertisements

You job advertisement also has to be different when it comes to mobile. Many companies have a one size fits all job description but if it’s very long, meandering or reads like a laundry list it’s not going to work well in mobile, says Harris. She says companies have to have a mobile friendly job description which means its short, maybe three sentences long, and grabs the reader in the first sentence. “For purposes of mobile, it becomes unwieldy for a job seeker to read through a long, involved job description,” she says.

Can Your Candidates Apply Via Mobile?

Indeed Finnigan says if companies want applicants to answer questions from the start they have to scale it down for mobile. Instead of ten questions, companies are better off reducing that to four or five. If there are too many hoops to go through, the ones not actively looking will move on to the next job ad.  “The bottom line is skilled talent recruiting is now marketing and you’ve got to provide as compelling, interesting and easy process for shopping for your job as a ecommerce Website,” he says.

When it comes to mobile, the recruiting doesn’t end with creating a killer app or mobile process to apply. Kerekes of Think HR says the company has to build some buzz about the speed and ease of applying.  She says companies should also take it a step further and give candidates what they are looking for: updated recruitment and career pages where candidates can learn more about the company, get an accurate look and feel for the culture and the opportunities for growth and development.

“We recommend this approach because even if there is not a job currently available that fits the candidates’ skills and interests, they are engaged with your company and will want to work for you,” says Kerekes.  “This takes your recruiting from the typical “push” recruiting, where the company is doing all of the work to attract the right candidate (posting jobs on different jobsites, hiring recruiters, attending job fairs) to “pull” recruiting, where the candidates are actively seeking opportunities even without a specific job opening at your company because they simply want to work in a place they see as fitting their career and personal needs.”