Mobile recruiting: Meeting new job prospects in their natural environment

By Wyatt Urmey

It was a nice start to the Labor Day weekend in the Northeast. Besides the great weather, the weekend kicked off with a jobs report from the U.S. Bureau of Labor Statistics that showed continued improvement and a tightening talent market in the U.S. This reminded me of the importance of mobile recruiting.

Attracting Job Candidates

Job seekers use their smartphones to keep their ears to the ground all the time now. I’m often surprised at how quickly interested prospects get back to me. I reached out to candidates Friday before the holiday weekend and was surprised to get responses — in every case — within the hour. It seems mobility is truly supercharging the hiring process.

This made me think about the changes human resources must be undergoing as a result of the always-on, mobile-enabled world — or perhaps the changes they need to consider. It turns out more than 70 percent of prospects use mobile to enable their job search, according to Undercover Recruiter, but Recruiterbox notes that only 13 percent of companies are investing in mobile recruiting. Few companies are working to make their job site responsive to mobile across devices or using apps to help with outreach.

With Google favoring mobile-enabled websites, it’s ever more important to utilize these contemporary recruiting practices. This can include simple tricks such as using and responding to SMS texts as part of employment communications, suggests SmartRecruiters, and interacting in a timely manner with prospects.

Finding Skilled Talent

The most recent job numbers indicate that there is an ever greater need for highly skilled workers, which is pushing prices up on scarce, sought-after skills. Therefore, besides the branding benefits, mobile recruiting is an important part of finding potential employees with the best skills quickly — who are more in demand, more active and likely already employed.

As Work4 Labs points out, many companies are readily embracing social forms of outreach to find talent through LinkedIn and other networks, but fewer organizations have taken to cell phones as a consistent strategy for outreach, gauging interest and finding qualified individuals with the latest skills. It’s likely that the prospects in your talent search are engaging with you on mobile, so the fact that information flows differently and forms react differently on mobile devices cannot be forgotten in recruitment efforts.

Beyond the basic digital hygiene to make sure your recruiting portal works with today’s modern devices, has your company considered providing its own hiring app for on-campus recruiting?

Another recruiting method to consider is the power of analytics and push messaging. For instance, companies could use successful candidate profiles in an individual corporate culture as a way to determine other ways to reach candidates in unconventional ways. If a company’s successful candidates possessed analytical skills, for example, pushing SMS outreach at bookstores might be a way to catch the attention of passive job seekers.

The majority of businesses should actively include recruitment in their mobile strategy. Although few things are certain in talent management and recruiting, it’s a virtual guarantee that your next hires have smartphones and use them actively in their job search.