For HR teams, offering a personalised and accessible recruitment process is a must, particularly in the digital age. Candidates want to access potential jobs on their commute, while travelling or even while sitting on the sofa, and organisations need to be prepared to offer this recruitment experience.
HR technology is being used across the world to attract candidates to roles. Social media, career sites and job boards are all popular ways of recruiting but as people spend less and less time on their PCs, all of these need to be optimised for mobile.
Most professionals are already using their mobile to look for jobs, search for companies and apply for jobs online. In fact, 45 percent of job seekers search for jobs daily on their mobile device and 89 percent think mobile devices play a critical role in the job hunting process. Many companies are optimising their careers sites for mobile, but employers are still losing talent due to a lacklustre mobile strategy.
Creating a mobile-friendly experience for jobseekers is essential to any organisation if you want to attract the right candidates. But mobile recruiting isn’t just about having a mobile optimised website, it’s also about the way you reach out to candidates and continue the recruitment process, even after the initial application.
A smarter system
Mobile users want to search and apply for jobs quickly and easily but how can HR ensure that their mobile application is successful and drive more candidates to apply for roles?
Here are some tips for HR managers who are looking to optimise their mobile recruitment offering:
1. Keep it simple: When harmonising your mobile recruitment process, consider developing a clear and simple layout for your mobile platform. Make sure that it’s easy to use and is clear how candidates can apply for roles. Have photos that reflect your culture and keep your job descriptions concise but informative.
2. Ensure responsiveness: There’s nothing worse than developing a great platform, only for it to fail because it’s not managed properly. Ensure that you are responding to candidates in a timely manner. Whether that’s through an app or via text message, communicating with your candidates indicates that you care about their application and this in turn, reflects well on your company.
3. Consider a chatbot: Of course, recruiters aren’t always available to respond to every message in real time. But instead of a candidate having to wait a lengthy time for an acknowledgement of their application, a chatbot could do this for you. The chatbot could communicate with candidates via text message and update them on their application’s progress.
Mobile recruiting isn’t a thought for the future, it’s a strategy every organisation should have in place today. The sooner your company is able implement a mobile recruiting strategy, the sooner you’ll start hiring the right talent while staying ahead of the competition.
Ressourcen zu diesem Thema
Sie möchten noch mehr erfahren? Entdecken Sie unsere Produkte, Kundenberichte und aktuelle Brancheneinblicke.
Talent-Pool: Wie lange dürfen Bewerbungsunterlagen gespeichert werden?
In älteren Beitragen hatten wir uns bereits ausführlich damit beschäftigt, wie man mit Kündigungen von Mitarbeitern umgeht. Doch viele Firmen speichern die Personaldaten noch lange Zeit, nachdem der Trennungsschmerz schon längst überwunden ist. Das mag noch einigermaßen verständlich sein. Doch wie sieht es mit Unterlagen von Bewerbern aus, die niemals Teil des Unternehmens waren?