Mobile Recruiting Is Here – 5 Ways To Get On Board

Last updated on September 22nd, 2012 at 07:07 pm

Many of us speculate about how mobile phones will impact the hiring sector in the future, but actually, the paradigm shift from PC based to Mobile Based Job-seeking has already happened — or is at least currently happening right before your eyes. We just need to open them a little wider to see.

For example, against a backdrop of falling PC Sales in 2012 and a sharp rise in popularity of Smart-phones, the shift to mobile based job-seeking has picked up pace in recent months and in some respects the mobile paradigm shift has already taken place. Take the user data from, allthetopbananas, for example, one of the UK’s most popular job site aggregators; they have seen their mobile traffic rise from 2.8% in 2010, to 9.8% in 2011 and 30% in 2012 with the figure set to rise even higher with the arrival of the iPhone 5 in Autumn/Fall 2012.

Also, Oil and Gas Job Search have seen a 139% increase in mobile traffic between June 2011 and June 2012. I am confident that this growth trend is being reflected throughout the industry and that job seekers are all jumping aboard the mobile job seeking train.

I also believe that at weekends when many job-seekers are out and about and not desk based, the move to mobile job-hunting may be even more dramatic. What evidence do I have for this? Well, if I look at the traffic reports for my careers based website: www.thecareercafe.co.uk/, I find that during the week smart-phone users account for only 33% of traffic to my career site (agreeing with industry norms), yet at weekend’s smart-phone traffic eclipses PC traffic and accounts for a massive 66% of my career site audience.

For me the message is clear, the today’s job seekers are going through the paradigm shift from PC based to smart-phone based job-hunting – and in fact at weekends it has already happened.

What does this mean for recruitment?

It means that employers and recruiters must start adapting their recruitment attraction and assessment processes from purely PC based to also allow optimised smart-phone access — that is if they are to effectively engage with today’s top talent.

While just last year when ‘nobody’ was really using mobile to search for jobs, recruiters were fine to continue with traditional internet based recruiting strategies. These strategies were in no way deficient and were appropriate for the time. Well, today everything has changed, smart-phone based job-seekers are kicking the door down and want to be let in – and any recruiting strategy that doesn’t realize this by incorporating mobile based methods to attract and engage with talent is woefully lacking – and may soon be extinct.

Cut the Cord

Today’s recruiter must cut the cord or at least break their reliance on internet recruitment and let the comfortable image of the hardworking job-seeker sat at home on their PC applying for jobs, fade to black. Why? Because its fantasy. Recruiters need to start accepting the reality, that today’s job seeker, especially at weekends is on their mobile, they might be in the lounge, the garden, at the bus stop, at mates house, shopping, on a train, up a mountain, in a bar, in a coffee shop, you name it, and they may want to apply for your job, there and then, on the move, with their smart-phones.

So, if recruiters want to attract and engage with dynamic top talent in today’s marketplace they must adapt and optimize their hiring processes so its easy for job-hunters to find jobs, apply for jobs and even interview, and below I have set out several tips on how to do this.

  1. Build a mobile optimized career site which is compliant with mobile based browsers and which is optimized to suit a mobile size screen. The cost of doing this should be comparable to building a typical web based careers section. The site should feature much more simplified search functionality, with narrowed search options to minimize the number of clicks to find a job – making it more mobile friendly.
  2. Use tools like HireVue or TalkingCV in your recruiting process. They enable you to prepare interview questions and send them to candidates on their smart-phone who can then can video a response to the questions, and send them back to, you, the employer or recruiter who can view their video interview at your own convenience. This enables top talent to interview with your talent on the move and is a much more viral and discrete way to engage with talent.
  3. Use a tool like Tungle; this enables the recruiter to send interview invites to a candidate’s smart-phone and once the candidates accept, both the interviewees and interviewer’s calendars are updated.
  4. After interviews are booked, send candidates directions and details with a link to a google map, so candidates can find your office via their maps app.
  5. Use a tool like Jibe;  which is a branded mobile web solution which simplifies the application process for smart-phone users. Jibe enables smart phone users to upload their resume from googledocs or drop box, or to email one from their own system.But, the power of this system is that candidates can apply with their Linked-In profile, yes, users can import and submit their Linked-In profile at the click of the button. This makes applying for jobs from a smart-phone extremely simple. Also, Jibe can also deliver a sequence of Yes/No pre-qualification questions which can be answered from the smart phone and feed directly into your ATS.

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