The Ultimate Guide to Mobile Recruiting in 2017

It’s not news to you that the world’s going mobile.

According to Pew Research Institute, 77% or Americans have a smartphone. Half of Americans also have a tablet. Worldwide, 2.32 billion users have a smartphone.

As a recruiter, you know that your top talent can be found among these users. But reaching them, engaging them and sealing the deal can often be a challenge.

In this guide, we’ll look at why mobile recruiting is so important, how it’s changing the industry and what you can do to make the most out of your mobile recruiting efforts.

Let’s get started!

Why Mobile Recruiting Is So Important

Beyond the fact that there are so many smartphone users out there, you may not be ready to double down on mobile recruiting. You still want the answer to a very important question: Are these users actually job seeking on their mobile devices?

The answer is an astounding, “Yes!”.

89% of job seekers report using mobile to search for jobs. And even more impressive, 45% say that they use their smartphone as much as 1X a day to browse jobs.

How Mobile Is Changing Recruiting

The changes in mobile recruiting go far beyond mobile-friendly job listings. Mobile has completely taken over the entire recruiting process.

Here are just some examples.

In the pre-application phase, recruiters are connecting with prospect talent through social media, website content and networking.

In the application phase, recruiters are streamlining the application process to make it easier for top talent to apply on mobile devices.

Post application, recruiters are continuing to engage their applicants through the sometimes lengthy screening and hiring process to ensure they don’t lose top talent to a competitor.

During interviews, they’re expanding their reach by embracing video interviewing.

We’ll be discussing these and more in further detail in this guide.

How to Optimize Job Listing for Mobile

Optimizing for mobile is more than just being mobile friendly. That’s the bare minimum.

To optimize for mobile, you must create a career site and apps that don’t just “work” on mobile. They look like they were designed specifically for mobile, making the mobile user experience flawless.

  1. Remove features and functions that don’t play well with mobile.
  2. Eliminate graphics and plugins that are killing your load speed.
  3. Optimize images so that they look just right on mobile devices.
  4. Any online applications should be easy to navigate without having to scroll left and right or jump awkwardly through fields.
  5. Text should be a very easy to read font. Sentences and paragraphs should be concise so that most paragraphs can fit on the screen as a whole.
  6. Formatting should be perfect.
  7. Don’t make redundant requests. Make sure candidates aren’t having to re-enter information on various pages or fields. And definitely, don’t ask them to sign up for a website and then fill out an application without auto-populating the info they entered during the sign-up
  8. Reduce the number of questions on applications.
  9. Reduce menus and drop downs, which are hard to manage on mobile.
  10. Don’t ask them to upload a resume. Many of them can’t do it from mobile. Instead allow them to link to Linkedin, Dropbox and or a cloud resume hosting service.
  11. A/B test your mobile recruiting landing pages to identify other potential stumbling stones in the mobile process. Know your conversion rate.
  12. Analyze the process in Google Analytics to see where you’re losing people. And fix it.
  13. Have a mobile recruitment app developed to further show your commitment to mobile.
  14. Make everything very shareable.

This may be a candidate’s first impression of the company. Top talent wants to work for companies who look like they have it together.

Just like customers, candidates who encounter a site that doesn’t have a seamless mobile experience are likely to abandon the process.

An AT&T case study revealed that 40% of applicants will abandon the application if it takes over 30 minutes. It makes sense when you think about the fact that you’re not even paying them for their time.

What they’re thinking: If you don’t value my time as a candidate, why would you value me when I become your employee?

How to Connect with Talent Before They Apply

Your top talent — not unlike a company’s customers — build a relationship with a brand before they even think of applying.

By becoming a talent magnet, you reduce recruitment costs and productivity losses during the hiring process.

Did you know that only about 15% of candidates are engaged by employers before the application process? Given the benefits of doing so, this is an incredible loss for those who aren’t. And it’s a competitive advantage for recruiters who do engage with mobile recruiting tactics.

It’s about creating and promoting the right recruitment brand that attracts those on mobile.

Candidates want to hear about the culture within an organization. They want to hear from the employer and those in leadership. They want to hear from the employees. They want to know that your company is a great place to work, grow and advance.

Work within your broader HR department to develop and promote a brand that connects with pre-applicant talent. Begin building trust through social media.

Just like your company’s marketing department likely uses inbound marketing strategies to attract customers, you’ll be developing your own inbound campaign to bring the candidates to you.

How To Be Where the Talent Is

Be where the talent is through paid ads, content, PR, events, social, blogs and videos.

Offer exclusive access to helpful online resources and apps targeted toward your ideal applicants in exchange for contact information.

Get the most out of social media mobile recruiting.

Who are you trying to attract? Where do they hang out? Linkedin, Twitter, Facebook, SnapChat, Quora or Reddit?

Utilize multiple social platforms. Learn their strengths and weaknesses and how they can help you both find and engage talent.

Schedule a Facebook Live event to show people what it’s like to work in the company. Use its business tools to help you find the right talent.

Use Linkedin to search for likely candidates and then send an InMail to get the conversation started. The worst they can do is ignore you.

But chances are, if you’ve built and are promoting that employment brand as a mobile recruiting tool, you’ll hear from them and likely make a new connection.

How to Get More Responses

By creating employee brand awareness, you’ve made and jobs you post more enticing to top talent.

When you have an opening to fill, engage those that your recruiting magnet has lured in. Make them aware of job openings and what you’re looking for in your ideal candidate.

Then utilize text and email recruiting software to keep top talent informed about openings and happenings that may interest them.

You’re not recruiting aimlessly any longer. Since you’ve embraced mobile recruiting, you’re feeding that talent pipeline.

You’ve built a network around you, so expect to get more responses quickly.

How to Embrace Video Interviews

To fully embrace mobile, we must accept the fact that we no longer have to meet someone in person to make a decision. With video software today, having a long-distance interview is no different than sitting in the same room, except the fact that you miss out on that handshake.

It only feels different, if you bring misconceived notions to the table.

You can:

  • See mannerisms and facial expressions
  • Hear how confident candidates are about their answers
  • Get a sneak peak into whether or not the person understands how to dress for an interview.

On top of this,

  • You can meet anytime and anywhere, even if the candidate is 1000 miles away
  • Record it with the candidate’s permission for group decision making
  • Allow candidates to interview in a comfortable environment
  • Hire faster because it’s so quick and easy.

You can even conduct one-way video interview in which your candidate interacts with a bot who asks questions as the candidate speaks into a video. But we don’t recommend it because it’s important to show all candidates that you respect them if you want to recruit top talent.

How to Seal the Deal

Job seekers say “staying in touch” is one of the most important elements of a great hiring experience.

You can’t afford to spend hours recruiting, screening and interviewing a candidate only to lose them to the competition.

Fortunately, with mobile recruiting tools, staying in touch to maintain that bond and seal that deal has gotten a lot easier.

You can do this by:

  • Letting candidates know where you are in the process
  • Inquiring about candidate interest level in various job openings
  • Asking for feedback at several points through the process
  • Letting candidates know when the job is filled

According to a 2016 Business Impact Candidate Survey, 31% of candidates will not reapply because of lack of follow-up. These are missed opportunities.

Stay in touch with your prospects before application and continue to follow up with them after.

Get the Most Out of Mobile Recruiting

We hope you enjoyed our ultimate guide and are well on your way to becoming a mobile recruiting master.

Mobile recruiting isn’t the future. It’s here today. This is how we recruit our top talent.

Never stop working to better optimize the mobile candidate’s user experience and you’ll be rewarded by better candidates, faster screening and a new hire in onboarding before you know it.

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2017-07-05T10:03:18+00:00