In this day and age, it’s essential to have a mobile recruiting strategy. If not, you’re losing out on some of the best candidates. If you’re looking for tech-savvy, early adopters, it’s especially vital for your company to embrace job seekers on mobile.
Think about it. According to 2013 data from Pew Research Center, 63 percent of those who own mobile devices use them to go online. However, a smaller portion of people go online mostly using their mobile devices. Slightly more than one-third of all mobile device owners only use their phone or tablet to go online. This smaller, but significant group of people could contain your next best employee. However, if you’re not actively catering to mobile-device users, you could be missing out. Here are some ideas for getting your mobile recruiting strategy up to par.
Keep an eye on social
Social and mobile are closely linked. A significant number of social media users primarily access these networks via mobile devices. For instance, 80 percent of Twitter’s active user base is on mobile. In other words, your mobile and social recruiting strategies should be aligned as well. Whenever you tweet about a job opening, a lot of the potential candidates seeing that message could be on mobile devices. Make sure the transition to the recruiting page is seamless.
Optimize your recruiting page
It seems like common sense, but you need to make sure your recruiting page is optimized for mobile devices. Imagine this scenario. A mobile job seeker lands on your recruiting page and finds it impossible to navigate on their device. They click away, thinking they will return later on a desktop computer. This person may or may not return, but you’ve definitely lost the opportunity to get their attention right away. Use responsive design to create a page that adapts to different screen sizes. Use Google’s mobile-friendly test to see if your page passes muster.
Remember load time
Rethink the resume
Applying via mobile device can make it difficult to attach a resume. To accommodate mobile job seekers, considering doing away with the traditional resume and instead allowing candidates to apply by pulling information from their social profiles. You can also choose to be more flexible with the way these candidates share their information. For instance, capturing an image of their resume using their camera phone could be enough.
Use the right applicant tracking platform
Make sure you go with an applicant tracking platform that makes mobile recruiting easy, for instance, a platform that enables both social and mobile recruiting capacities in a user-friendly interface. Candidates should move seamlessly from the recruiting page to your applicant tracking platform where you can keep track of them.
If you build it…
Mobile recruiting might seem unnecessary, but the truth is, many candidates would willingly apply with their devices if given the opportunity. Once you have the capabilities in place, be sure to advertise that job seekers can apply via their phones and see if candidates don’t start biting. Be sure to optimize your recruiting page for mobile, reduce load times, and potentially rethink the mobile candidate experience. Then you’ll be all set to go.
Jobscience | Beyond the Applicant Tracking System