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Between home, work and evenings out on the town, people are seldom without their cell, tablet or other mobile devices. We live in a digital world, so it’s important to implement widely used technology into your recruitment process in order to attract more candidates.
According to a recent Glassdoor survey, 89% of job seekers are likely to use their mobile device during their job search in the next year. That’s up seven percentage points from less than a year ago. With nine in 10 job seekers using mobile devices during their job search, it’s no wonder mobile recruiting has become such a crucial element in the hiring and recruitment process.
Despite its popularity, are you still not getting the results you want from your mobile recruiting? You may be facing some of the following challenges:
1. Lack of visibility on social media
Incorporating social media into the recruitment process benefits the job seeker by providing easy access and reminders to job postings, as well as the employer by expanding the candidate pool. Social media plays a large role in the mobile recruitment process, so take advantage of it.
Think about the time of day job seekers are most likely to be on their phones researching careers and use that opportunity to post about your job opening. Also, post often, as posts are quick to drown in Facebook and Twitter news feeds — especially on mobile devices.
2. Time-consuming application process
If you want to increase the number of people who respond to your job posting, why not make it so job seekers can easily apply while on-the-go?
Most people aren’t able to store their resume, references and work samples on their mobile devices. Allowing applicants to apply using their LinkedIn accounts, however, simplifies the application process by enabling them to simply click to apply. This can be easily done while on-the-go, whereas filling out lengthy applications on a tiny screen is not so mobile-friendly.
3. On-the-go interview jitters
Video interviews can serve as a great alternative to the preliminary phone interview, but how do you attract job seekers to the idea of interviewing on their phones or tablets? The typical person is no stranger to video calls on their phones, so what makes the video interview any different?
Candidates should be aware that the same rules for a phone interview apply for a mobile video interview — the difference being that, with video, you get a better sense of who they are. This option allows both the candidate and employer to work the interview around their busy schedules. This is especially true in a one-way video interview, where candidates can pre-record their answers wherever they are and employers can watch them at their convenience.
Are you facing challenges with your mobile recruiting? How are you overcoming those challenges?