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    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"mobile-recruitment-the-strategy-you-cant-ignore","title":"“Mobile Recruitment” – The Strategy you can't ignore","description":{"description":"<p>Did you know that 44 % of people go to sleep with their mobile phones next to their bed because they don’t want to miss any updates, calls or messages during the night? Searching and finding great talent via mobile recruitment strategies is just one option.</p>"},"body":{"body":"<p>\r\n\tDid you know that 44 % of people go\r\nto sleep with their mobile phones next to their bed because they don’t want to\r\nmiss any updates, calls or messages during the night? This is what the Pew\r\nInternet Project survey recently revealed and it doesn’t surprise me that\r\ncompanies want to take advantage of this obsession in various ways. Searching\r\nand finding great talent via mobile recruitment strategies is just one option.</p><p>\r\n\tThe results of several surveys prove\r\nthat companies can’t ignore anymore the fact that they have to think “mobile”\r\nwhen it comes to meeting their recruitment needs. 68 % of job seekers look for\r\njobs by using their mobile devices (Glassdoor), 80 % of job seekers are using\r\nmobile technology in their job search (Jibe), 41 % of traffic comes from mobile\r\ndevices (Career Builder) and the list goes on.</p><p>\r\n\tCreating a mobile-friendly version of your website\r\nmeans that it can be accessed on the go from devices such as smartphones, cell\r\nphones, tablets or iTouch. People don’t want to wait until they can access a\r\ncomputer, they want their information: quickly, at all times, from anywhere and\r\nfrom any device.</p><p>\r\n\tCompanies need to know how they can apply a mobile\r\nrecruitment strategy that fits into their overall one. Let’s not forget to\r\nmention the benefits for a company, such as receiving a higher number of\r\napplications, improving the company’s brand and reducing the jobseekers\r\ndrop-off rates. A survey from CareerBuilder has shown that if a company doesn’t\r\nhave a mobile-friendly website 65 % of their potential applicants will instantly\r\nleave the website and 40 % will have a negative impression about the company. And\r\nnot just that: your company will also be automatically disqualified from 20 %\r\nof internet searches, no matter how great your SEO strategy originally was.</p><p>\r\n\tHere are some ideas on how you can easily implement\r\nan effective mobile recruitment strategy for your own company. What should\r\npotential hires be able to do using their mobile devices?</p><ul>\r\n\t\r\n<li>To filter jobs by department and function. The\r\ncompany needs to keep short job descriptions and ensure that the search\r\nfunctionality is working properly. \r\n\t</li>\t\r\n<li>To easily find useful information about the organisation,\r\nculture and job vacancies. The company needs to offer a quick and smooth\r\nprocess to apply for corporate jobs with a software that works seamlessly. This\r\nshould shorten the application process drastically. Things should not get\r\ncomplicated by directing candidates to another website in order to complete their\r\napplication. \r\n\t</li>\t\r\n<li>To watch corporate videos. Yes, even on a small\r\nscreen! A company should not miss out on this opportunity to provide jobseekers\r\nwith visual insights into their organisation’s culture. No brochure would be\r\nable to convey the same message. People love watching videos!\r\n\t</li>\t\r\n<li>To upload their CV easily and quickly from any\r\nonline storage location. \r\n\t</li>\t\r\n<li>To send themselves a reminder in email format if\r\nthey prefer to submit or complete their application later on from their\r\ncomputer. The company should optimize their content for bookmarking and\r\nretargeting. \r\n\t</li>\t\r\n<li>To conduct video job interviews via Skype or Google\r\nHangouts using their built-in camera. This would save both parties (candidate\r\nand HR Manager) money and time. Furthermore, it would increase the number of\r\napplicants dramatically, no matter where they reside. \r\n\t</li>\t\r\n<li>To be kept informed about the status of the\r\napplication. It should be possible to track it. The company should confirm that\r\nthey received the candidate’s application. There is nothing more annoying for a\r\njobseeker as to being ignored.\r\n\t</li></ul><p>\tOther important points that recruiters\r\nneed to consider are as follows:</p><ul><li>Advertise  job ads via social media sites (Twitter,\r\nFacebook, Linkedin) since many internet users are logged in throughout the day\r\nvia mobile device. Make sure there is a team of people who can answer\r\ncandidates’ questions (no matter in what form they are coming in) and interacts\r\nwith them on those networking sites. \r\n\t</li>\t\r\n<li>Consider passive candidates. Try to attract also\r\nthose who are not actively looking for a job. You can do this by writing blog\r\narticles on a regular basis, update your social media websites, publish videos\r\non YouTube (make sure they are also mobile-optimized) or creating SEO optimised\r\nwebsites. \r\n\t</li>\t\r\n<li>Consider the time. People check their mobile phones\r\nthe most in the morning before heading to work or college, at lunchtime and in\r\nthe evening hours. If you want to send out several information (eg. job alerts,\r\ninformation regarding upcoming job fairs or other career events, interview\r\ninvitations etc.) do it possibly during those times between 6-9am, 12noon and\r\n2pm and 5pm-10pm. This will help you to get responses in a reasonable time. \r\n\t</li>\t\r\n<li>Last but not least, mobile-optimise your email.\r\nHave a closer look as to how your emails look on a mobile device. Make sure the\r\ncontent is short, clean and simple. Subject lines should not be longer than 15\r\ncharacters. The size of links or your ‘calls to action’ should be increased so\r\nthat they can’t be overlooked. \r\n\t</li></ul><p>\r\n\tThere is no doubt about it:\r\ncompanies, regardless of their size, need to embrace mobile recruitment\r\nstrategies if they want to find high-quality employees in a quick and effective\r\nway. Thus, offering an application process which is mobile-friendly, and having\r\na website which is also mobile-optimised are the keys to success in finding the\r\nright talent. Also the Industry Head of Recruitment and Google UK, Emma Frazer,\r\nstates that \r\n\t<em>“Not using a mobile\r\nrecruitment strategy could have a genuine ‘opportunity cost’ for the company\r\ninvolved.”\r\n\t</em></p>"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-04-01T14:36:27.373Z"}},"pageContext":{"id":"ae11f6ba-b650-5bc5-9473-3d61f4167667"}},
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