I know, I know…you have most likely heard about mobile recruiting. It’s been the hot topic of the last 12 months. And yes, it would be nice to allocate some budget to mobile-optimize your website and candidate experience, but alas…hundreds other more pressing priorities also need that money.
That’s where your logic is flawed. Whether you are a huge corporation or a small business, in only a few years a considerable portion of your talent will come to your company via a mobile recruiting experience. Candidates will access your career website on mobile, apply on mobile, communicate with your recruiters and hiring managers on mobile. Are you ready for that? If not, then start investing in your strategy now.
Mobile recruiting statistics you should consider
To prove we are not imagining this, we surveyed ~800 professionals and over 13,000 talent acquisition leaders to get their take on the importance of mobile recruiting. The results were fascinating as you can see the in the statistics below:
Note that this isn’t just about LinkedIn, far from it. In fact, the best way to create a great mobile recruiting experience for the candidates is to look through your entire recruiting process and optimize every single touch point with the candidate. We have divided this into three stages:
This is the part where a prospect visits your company and careers page, reads about your culture, looks at job opportunities. To make this part of the experience mobile-friendly, you should most likely implement responsive web design for your website (meaning that the website will adapt to any screen size automatically), use a lot of visuals, and little text. Make sure that your company looks equally good on any screen size, regardless of whether it’s desktop, tablet or phone. Avoid using Flash since it’s not supported on certain mobile devices.
Here the candidate selects an opportunity and submits their application. Most people cannot store resumes on their mobile devices nor do they have the patience to fill out 50 questions on a tiny phone screen. To solve for this, make sure that candidates can apply with their social profile or just a basic set of information. The whole processes should take no longer than a minute or two. If you manage to nail this part of the strategy, your candidates will most likely will be very impressed with how seamless your recruiting process is.
This is how you communicate with the candidate once they are in your system. Typically the bulk of the communication is through email, so make sure your messages are easy to read on a small screen. Use text sparingly and make sure everything you say has a clear call to action. You can infuse mobile into the candidate interview experience as well. At LinkedIn we text them with directions and traffic alerts and them with an iPad pre-loaded their interview schedule for the day. Think about what might make sense for your company.
These are just a few ideas for how to kickstart your mobile strategy. For more information download this ebook: