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Mobile Recruiting Tips

Tips & Tricks Trends

Mobile Recruiting Tips

Meg Rahner February 17, 2014

If you’re looking to hire top talent, it’s critical that your company invests in creating a mobile-friendly recruiting experience. 72% of professionals have visited companies’ career sites via mobile, according to a recent LinkedIn survey, and 50% of professionals apply to jobs on mobile devices only. Professionals actively seeking a new job desire convenience via a mobile device, plus who would want to look for a new job on a work computer?

According to LinkedIn’s Mobile Recruiting Playbook, only 13% of recruiters feel that their employers’ have adequately invested in making the recruiting process mobile-friendly. Here are some tips for creating a better mobile recruiting experience, yielding better talent:

1. Make Your Site Mobile Friendly – Mobile optimization is a must. Your site should be optimized to use on mobile as well as desktop, and an even better option is to create a branded app for your company. Since more than half of web traffic now comes from mobile devices, it’s more important than ever to make sure your site can be easily navigated on mobile.

Ed Newman, VP of Strategy at iMomentous says,

“If you think about all the email that comes out of an applicant tracking system, 90% of emails are read on a mobile device. If someone presses that link, what are they going to see? It’s really important to get all of your content in a format that is consumable on mobile as a first step. Once you’re there, you can start thinking about taking it beyond.”

2. Optimize Your Career Page – More specifically than just making your site mobile friendly, be sure that the career page is intuitive. Just 20% of recruiters from the same survey said that their companies’ have mobile-optimized career sites. Candidates expect to see current job openings, a description of company culture, and a company history when looking at a career site, just to name a few. The mobile site should also adapt to any screen size automatically through responsive web design, and should have a lot of visuals and little text.

It can be challenging to create a career page that is customizable for every mobile device, but Pocket Recruit by Three Sparks provides that solution. This product builds and maintains mobile career sites which are adapted to each device and aims to create a great candidate experience for everyone.

3. Make it Easy to Apply – Most candidates do not have the capability to store a resume on their phone, nor will they want to fill out a long questionnaire on their mobile devices. Give them an option to apply with their social profile. LinkedIn has a button that companies can easily install called Apply With LinkedIn, which makes it seamless for the user to apply with just one click. This whole process should take only a couple minutes, and if executed successfully, the candidate will be impressed with their application experience.

4. Engage with the Candidate – Every step of the application process should be a positive experience for the candidate, even if that person does not end up getting the job. Be sure to inform the candidate that his or her application has been received, whether that is via an automated message or one with a personal touch. Candidates do not want to feel like they are just “going through the process” or are simply a number in a huge bank of other candidates. You should personalize the experience for each person, and experiment with mobile integration in a mindful way. For example, do not text the candidate with the results of the interview, but you could text him or her the day before the interview saying “We are looking forward to meeting you tomorrow! See you at [time].” Another good idea would be to text this person the morning of his or her interview with a link to the current traffic, especially if he or she is an out-of-town candidate. It’s the little details that may only take an extra couple minutes for you to do, but can have such a positive impact on the candidate and can truly set you apart as a company.

Click the image to enlarge:


Source: LinkedIn Talent Solutions

Mobile recruiting is now the present and it is the future. Today is the time to think about being creative with mobile recruiting both in the application process itself as well as integrating it into the candidate experience. The better the candidate experience, the more likely the candidate is to take your offer over other companies’, and this experience begins and ends with mobile.

Meg Rahner

Meg Rahner
Meg is the PR Coordinator for CircleClick and a writer for MobileFOMO. She is from Erie, Pennsylvania and has a BA in Public Relations from Penn State University. She moved to San Francisco shortly after graduating in 2010 and loves life on the west coast. Since moving to SF, she has contracted for the Academy of Art University's Marketing team, LinkedIn's Recruiting Team, and is excited to be pursuing her passion for writing and PR in her current roles.
Follow me on twitter @megrahner

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