A recent npr.org article1 suggests that job-seekers and recruiters alike now consider “mobile apply” to be a must-have job search option. That certainly seems to be the case, at least for certain types of positions and candidates, especially Millennials. Mobile recruiting via social media is growing rapidly. And busy candidates consider the ability to find and apply for jobs via their smartphone to be a valuable time-saver.
Pew Research recently released their study, Searching for Work in the Digital Era2. It says 41% of Americans who own a smartphone have used it in some way for job search. Not surprisingly, the percentage is considerably higher among those 18-29. About half of these smartphone searchers have gone beyond research and calling or emailing with questions, using their smartphone to create a resume and/or cover letter or to apply for a job.
What’s so great about mobile recruiting?
Those interviewed for the NPR article say it’s easier and faster. Candidates can apply for a job on the spur of the moment, no matter where they are, rather than waiting till they’re seated at a computer.
For companies, adopting the latest tech-driven tools demonstrates you are up-to-date. That attracts and impresses forward-thinking talent and hints that your workplace is likely to be more progressive, too. In today’s highly competitive, candidate-centric hiring marketplace, a reputation as a desirable employer can set you apart from other companies vying for similar-profile candidates.
Thanks to targeting, you can use social media to reach out with your job announcement to potential candidates – even those in highly specialized positions. With luck, your posting will be shared with friends or colleagues who may also be interested in applying.
Some hiring managers say they are also using mobile devices and apps such as FaceTime to interview candidates.
How critical is mobile recruiting for your company? It depends on who you’re trying to recruit. The value is obvious if you’re in the market for engineers or other tech-focused positions. But it isn’t only techies and Millennials who are responding to mobile recruiting in increasing numbers. People in many types of jobs now rely on smartphones to do their work as well as apply for work. That includes fields such as hospitality, construction, healthcare and a host of skilled trades.
Mobile recruiting can backfire if you don’t optimize.
Smartphones and tablets are now the mode of choice for the majority of Americans who search online. So there’s no question candidates are searching for their next job this way, too. It’s a tool you cannot afford to ignore, but using it successfully requires a deliberate investment.
Just as with retail shoppers, experience is everything to candidates. If your mobile experience is less-than-compelling, they will quickly look elsewhere. And once they find a superior experience, you’ll never see them again.
The Pew report says these are the most common barriers:
- Web pages that are not optimized for mobile devices. Candidates have trouble accessing and reading content that doesn’t display properly on their smaller screen.
- Difficulty entering large volumes of data. Industry experts suggest you consider restricting mobile apply forms to the basics – contact information, job(s) of interest, current position and key tasks plus a link to the candidate’s LinkedIn profile.
- Difficulty submitting supporting documents or files.
The personal touch is probably here to stay.
Some who read the NPR article were quick to point out that mobile recruiting doesn’t take the place of savvy, experienced HR professionals. Assessing a good cultural fit cannot be accomplished via smartphone, and many jobs such as sales and managerial positions require people with outstanding interpersonal skills.
Nonetheless, it’s important to understand that even these types of candidates are at least initiating their search online and via social media contacts.
