Not so long gone are the days when a job seeker pursued employment by way of a well-thumbed newspaper and a red circling marker alone. Similarly, businesses on the hunt for fresh blood used to have only shallow talent pools from which to draw.
But the relative speed at which the job-matching practice has progressed shouldn’t deter the industry at its helm from adopting the better way as swiftly as it can.
Which is to say that the whole system needs to get fully mobile — and fast.
What it means to recruit — and to be recruited — in a mobile world is a still-emerging beast that many recruiters have yet to conquer. More than just enabling candidates to hear about, and respond to, opportunities on the go, a revised strategy for the marriage between recruitment and mobility should include the consideration of a load of thoughtful features.
Some talking points about the newly mobile recruiting universe:
• By the end of 2013, six percent of the global population owned a tablet, 20 percent owned a PC and 22 percent were in possession of a smartphone.
• The generation just entering the workforce has only ever interacted online. For these plugged-in youngsters, mobile isn’t just a welcome add-on to other means of communication; it’s the way to communicate.
• Nearly 40 percent of visits to LinkedIn come by way of mobile phone (up from eight percent just three years ago).
• Fifty percent of mobile-device-initiated LinkedIn job views come from candidates who have never engaged with jobs on the desktop.
• ComScore estimates that between 20 and 30 percent of all recruitment pages are viewed via a mobile device.
• 24/7 attendance to recruitment — once limited to the dedicated workday alone — is essential. That means recruiters need to update internal processes and practices (including considering increasing working hours and enabling remote employment) so they might exploit mobile technologies in a way that best facilitates a rapid response.
• Recruiters need to optimize existing content for mobile reception (or create new content specifically designed for these devices), make communication easy and painless, talk quickly (mobile users have notoriously short attention spans) and improve the quality and timeliness of their available mobile data (maybe they shoot a push notification to potential candidates upon loading an assignment to their mobile website, maybe they facilitate a job application with a candidate’s LinkedIn profile, maybe they offer a Mapquest hyperlink to save the directions-asking step).
In this new era of never-off job surfing and application, an end-to-end mobile-enabled business model that embraces the cultural step changes of modern-day job-seeking is necessary for both partners if they hope to compete in the newly on-the-move recruitment dance.