Why You Should Be Using Mobile Recruiting

August 29, 2013

11:00 am

If you haven’t joined the mobile recruiting game, you’re missing out on a huge chunk of viable job candidates. In fact, more than 70 percent of active job seekers are using their mobile devices to find jobs. Of those job seekers, 30 percent have applied for a job using their mobile device.

Bringing the job search to mobile has so many benefits. Job seekers love mobile because it’s so convenient. They can search for jobs when and where it works for them. Plus, mobile recruiting is great for employers because it allows you to communicate more easily with top candidates.

Clearly, the demand is there, but only seven percent of employers have a mobile version of their career site. Even fewer (three percent) have a mobile job app.

If you haven’t yet begun to reach out to candidates via mobile, you need to start now. Here are a few different ways to you can utilize mobile in your recruiting process:

There’s an app for that.

Smartphone users love their apps. They use apps to search for jobs, write resumes, interview, and more. A great way to make recruiting easier for them is to create an app. You can use it to post your latest job openings and notify interested job seekers.

You can also look for job sites with their own apps to advertise your job openings. Tried and true job sites like Monster and LinkedIn have apps that make it easy for job seekers to find open positions. Determine the sites that work best for your niche and see if they have mobile apps. If the answer is yes, you’ll be advertising your job opening to a much wider audience.

Optimize your website for mobile.

One of the best ways to attract mobile job seekers is to create a careers site that is optimized for mobile. Actually, 84 percent of job seekers think job organizations should have mobile-friendly sites.

A mobile site is clean, simple, and to the point. Job seekers using mobile want sites that are quick and easy to use, so creating a mobile version of your site is key. Your mobile site must be easy to navigate.

Once you’ve nailed the right design, traffic to your mobile site will undoubtedly increase. Making things easier for job seekers will give you a wider pool of candidates from which to choose.

Mobile referrals.

In addition to making it easier for job seekers to apply on-the-go, you should also make it easy for current employees to submit referrals from their mobile devices. Nearly all employees will participate in the referral process if engagement methods like automation and gamification are used. Adding mobile into the mix can only increase participation.

To do this, you can create an app or mobile site for employees to access your referral program while they’re out of the office. Additionally, you can allow on-the-go employees to submit “name-only” referrals (no resume required). The details can always be filled in later. This will simplify the process and encourage more employees to participate.

Once you optimize your mobile recruiting strategy, you’ll boost both mobile applications and mobile referrals.

Get social.

Another way to take advantage of mobile recruiting is through social media. So many job seekers are using Facebook, Twitter, and LinkedIn on their smartphones now. You barely have to put forth extra effort. Maintain a strong presence on these sites in order to boost your recruits.

More than half of job seekers use social media in their job search. It’s so easy to access these tools with mobile devices, so make sure you’re using them too.

Mobile job seeking is becoming more and more prominent with every new person who gets a smartphone. By 2016, there is expected to be more smartphones in the world than people! If you’re not already taking advantage of this trend it’s time get going. Mobile is happening now, so it’s time for you to implement it into your recruiting strategy.

How are you using mobile recruiting?

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Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010). Find Heather on Google+.

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