Just thinking now about mobile recruiting? You could be well behind the competition on your recruiting curve. So, hoping that you haven’t missed the call on this, here’s why it’s important and how you can make it work for your business success. What it’s all about LinkedIn puts the problem front and center. Job networking is its reason to exist. Of the people who are actively looking for jobs:
But, even substantial numbers of people who are not actively looking for a job will use mobile tech to browse for better opportunities. At the same time, if you ask recruiting leaders how they are using mobile tech to recruit, 13% say they have already invested in the technology, a significant disconnect from the job hunters’ view. When asked what candidates want to see on your business’s career webpage, they told LinkedIn:
While your managers want hands and bodies to fill their job openings, these numbers tell you what the talent really wants. So, what’s it all about? Unless you are aggressively recruiting via mobile channels, you are not reaching the talent you need to compete. What you need to do
The look and language must make recruits want to work there. But, the site must rank high and fast on various browsers. Keep it simple and friendly, and talent will come back to the site repeatedly.
As Entrepreneur claims, “these apps help candidates and employers find one other. With the market for corporate recruiting software topping $1.5 billion, and with 65 percent of applicants looking for jobs on mobile devices, the future looks bright for these apps.”
With an applicant tracking system like that included in ClayHR’s HCM system, you can”
Texting gets you responses faster and plays to your market’s interests and skill set. There are software options and templates that make this texting easier, but Forbes warns, “Mobile is a priceless recruiting and referral tool, but to seal the deal you need personal contact. HR is about filtering and attracting top people, so once mobile has connected your enterprise with talent, pick up the phone and make human-to-human contact.”
It takes some strategy and dedicated HR personnel, but the social media talent mine it too rich to ignore.
Still, social media may be your fastest route to spreading the word on quality job openings and your interest in available and promising talent.
Encourage them to talk about their insurance benefits, leave policies, feedback opportunities, and the other employee needs that shape and solidify your brand. While you are at it, you can use social media to spread company news, employee recognition, and company cultural events.
The recruiters’ copy, texts, and live conversations must be standardized and confirmed as consistent with regulatory authorities and business goals. For example, you cannot make a claim to the company’s diversity if your recruiting messages do not comply. Talent seeks talent The best recruiting efforts present a multi-faceted image of a company where people want to work. If you are seeking talent, you must present a branded corporate culture that respects talent. They want a culture that has a place and future for what they offer. And, they want the process to be swift, easy, and engaging. If you are behind the curve on recruiting with mobile technology, listen to your employees and applicants. Then, you can design it for the world they come from.