The war for recruiting the best talent is on, and the secret to winning could be in your candidate’s pocket. Making it easy for candidates to apply via mobile devices continues to be more crucial in recruiting the best candidates.
“It might surprise most recruiting leaders that 90 percent of job seekers now use mobile devices when looking for a new opportunity,” writes Jerome Ternynck for Inc.com. “What shouldn’t be surprising is that the experience during your company’s hiring process can determine whether a candidate pursues the opportunity further and ultimately accepts a job offer.”
You want the application process to be as easy and accessible as possible, writes Yuki Noguchi writes for NPR. “The point of having mobile recruitment tools — ones that are streamlined and require minimal clicks — is to make applying for a job easier, more casual and faster.” The key is to start thinking about mobile recruitment in a similar way as mobile marketing, Noguchi writes. Candidates want to use their phones and tablets for each stage of the application process, so make it easy for them.
A smooth mobile recruitment strategy incorporates all user needs, from an optimized careers site to your mobile job application to creating tools your hiring teams can use via mobile, as well, Ternynck writes. Tools like automated emails or text messages can allow you to develop future “talent pipelines” in order to keep candidates engaged and create a pool of talent to draw from.
It’s possible that a certain caliber of employees – IBM Analytics calls them “high-potentials” – are applying to more jobs via mobile devices than any other group. IBM found 74 percent of the highest-potential employees use mobile applications, compared to 40 percent of other employees. “The fact that high-potential employees use mobile devices more broadly in the entire job search process highlights the importance of organizations to offer a breadth of functionality in the mobile recruiting process, including integrated mobile-enabled career sites, job applications and skill assessments,” IBM finds.
To beef up your mobile recruitment, try implementing a candidate relationship management tool that integrates seamlessly with mobile devices, Roy Maurer writes for the Society for Human Resource Management.
And do it soon, Ternynck suggests. “Mobile recruiting isn’t going away; in fact, it should be an increasingly more integral part of your talent attraction and acquisition strategies,” he writes. “How quickly you can respond to the changing needs and job seeker behaviors will determine how far you progress in your quest for hiring success.”