mobile recruiting

Mobile Recruiting Mistakes

Kelly Barcelos on June 17, 2016 in Recruitment Strategy

The process of talent acquisition has evolved tremendously with the growing use of smartphones and tablets. Organizations that have incorporated an effective mobile recruitment strategy find their ranks swelling every time they post a job opening. For others, their strategy fails to bring in quality employees.

6 reasons why does mobile recruitment work well for some and not so well for others

  1. Using a Careers Page that Isn’t Mobile-Friendly

    A third of all Fortune 500 companies have adapted their websites for easier viewing on mobile devices. Why? Close to 90% of all job seekers today use mobile devices to look for openings! Your company website and careers page need to be optimized for mobile-friendliness, so the application process is as simple as possible for candidates. Mobile career sites should look great on any device, as well as be easy to navigate and quick to load.

  2. Not Using a Mobile-Friendly ATS

    You need a site that looks and works great on mobile devices, but your Applicant Tracking System should be mobile-friendly too. Make sure your recruitment software matches the website’s flexibility. Use an ATS that seamlessly integrates with your careers page and other portals, like Jobsoid. This allows hiring staff to handle applications coming in from the mobile career site since the Applicant Tracking System supports multiple formats (for desktop and mobile applications).

  3. Overlooking Inbound Marketing Potential

    There’s more to mobile recruitment than just reaching out to active candidates since some of the best ones might not even be looking for a job at the moment. Grab their attention too! Use applicant-centric inbound marketing techniques to attract these passive candidates. Some of the most effective ones include regular blog posts, mobile-optimized videos, updates and contests shared via social media, as well as SEO landing pages.

  4. Not Understanding Your Target Audience

    Just like sales and marketing strategies, identifying your target applicant audience is crucial. This lets you find them through the devices, websites, apps and networks that they prefer to use. Create candidate personas across various job categories, to incorporate specific pain points and “hooks” that will draw the right candidates to you. Understanding applicant demographics also lets you optimize your website’s mobile interface for a user-friendly experience.

  5. Lack of a Talent-Focused Culture

    Maximize existing resources to tap into a wider talent pool, by enabling a talent-focused culture in the workplace. Create a space where employees can share positive career-related content with peers. Encourage your employees to spread awareness of job listings. Make it even easier for them by creating templates for sharing job posts on social media, unique permalinks that track referral activity, and an incentive program that rewards them for referral hires.

  6. Low Engagement at Talent Recruiting Events

    With mobile recruitment, completing and submitting job applications has become a breeze for candidates. Why then would you rely on paper forms at a careers event or talent fair? Up the ante, at the next recruiting event you attend by bringing along a tablet integrated with your ATS. Ask interested candidates to fill out a mobile form with simple fields that can be updated quickly (and if they agree; their social network pages). Later, create a custom mailing list and reach out to those you met.

Did you know that over 90% of adults using smartphones or tablets actually have them within arm’s length 24 hours a day? Connecting with potential candidates through their mobile devices just makes sense, and Jobsoid can help you do that. Try our ATS for your mobile recruitment needs today – it’s free, powerful and fully mobile-integrated!

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.