The move of the world towards smart phones came far more quickly than anticipated, skipping almost a generation of evolution in between. China is the largest smart phone market today and the fact is no more a surprise that a majority of these users use smart phones for activities that range beyond making mere phone calls, as apps today constitute a very big percentage of smart phone usage.
Cisco in 2012 reported that the internet mobile data traffic will enlarge almost 13 times by 2017, out of which a large chunk would belong to Asia and Africa. This trend clearly points out that more and more candidates would be moving to use of smart phones to apply for jobs compared to the traditional desktop method, and if you are not ready to cater likewise, attracting a larger portion of potential candidates can end up a dream.
Here’s a current situation check:
LinkedIn survey conducted on mobile recruiting last year revealed that 74% active and 60% passive candidates used their mobiles to view a career opportunity sent to their mail. 45% of active candidates even applied for a job via mobile. Other statistics reveal 72% of active candidates visiting a job career site of a company using their mobile phones to inquire more about careers. Prospective candidates search more and more for jobs via mobile devices today and if they are unable to find you, you simply are nonexistent.
The writing on the wall is very clear here. Change swiftly or stay behind missing agile smaller startups and a large chunk of talent from reaching you. There is no mistaking that the future of any company will build or break based on its talent pool.
Here’s how to ensure that you attract your talent effectively:
1. Mobile Careers Site Rather Than a Responsive Site
The initial requirement is to optimize the company’s career site to facilitate mobile usage. Consult the IT design department and discuss on making the site clutter free and as simple as possible. Remember this time it is the mobile screens that your site will be catering too and they are a lot different from desktops. Think about having a mobile careers site rather than just a responsive design. The mobile site is fully optimized for every page and gives a unique experience for mobile users. Read this blog article for more information on what the difference of mobile versus responsive design is.
2. Easy Mobile Job App(lication)
Next you could think about simplifying your job application process making it mobile friendly if not an app in itself. Anything that resembles a never ending list would certainly
waver off mobile user. Since our new generation is low on patience, strive on making things simple and instant. The quicker, the better is the policy. A great example of a recruitment app is the Mobile Medic app of the Defence Force Recruitement in Australia. Although this news is dated 2012 I thought it was worth to share.
3. Take On A Mobile Expert
You might not have the time nor expertise to stay fully on track within the ever so swiftly changing landscape of mobile usage. You could hire mobile experts to facilitate instant incorporation of any change that takes place in the market.
4. Make Use of Free Programs
Another beneficial step in this regard is to invest your time in free software. Start incorporating technologies in your site that facilitate you and the candidate. One example is Skype which allows video interviewing capabilities without the need to be physically present in the office. LinkedIn can be used to view a resume and detailed information when a candidate moves to the final selection phase.
5. Employer of Choice, Show It!
Lastly, break down the walls. The hiring manager along with the working team should connect with the candidate as this will offer a real job preview. Companies should be transparent about their existing employees as this is one way to reflect the company’s culture to potential candidates. Using mobile platform to engage candidates early can enhance the ratio of job to offer through reducing the new hire turnover. Certified Top Employers show their Top Employers status with the certification seal on their websites, apps and other external communications. Here is how you can become a certified Top Employer. Either way, be transparent or show why your organization is an employer of choice rather than just stating it.
Consider mobile recruiting as an untapped ocean of talent which can be used constructively by employers as a way of connecting with the talent of the new generation. Companies should make a move toward mobile recruiting or risk missing the bus.
How is your company embracing mobile usage?
Please leave your thoughts via the comment field below.
