timeBy now, most recruiters know the art of recruitment is undergoing a paradigm shift–one that’s putting mobile devices at the forefront of any recruitment strategy. In a world where 70 percent of job seekers report using their mobile devices to look for open positions, it’s more important than ever for recruiters to create and fine-tune their mobile recruitment strategy. But there’s one element of mobile recruitment many HR managers are overlooking: time.

Too often, recruiters neglect to keep open communication with job candidates, leaving them wondering whether their application was received or if decision-makers even glanced at it. The uncertainty in the job search process can leave room for candidates to become frustrated with your company, leaving a negative impression that can last for years to come.

If recruiters want to ensure their mobile recruitment strategy leaves candidates feeling empowered, not neglected, it’s important to pay attention to time elements in the mobile recruitment process.

Keep your eye on the time

Mobile browsing is often a secondary task job seekers take to when they’re on a break throughout the day. Just as people used to take smoke breaks, they now take Facebook breaks. Both active and passive job seekers turn on their devices and respond or read things when they’re having coffee, taking lunch, or wrapping up the day. Typically, people check their mobile devices between 6:30 and 9:15 a.m.–leading into their workday. They check again over the lunch period, between 11:45 and 2:30, and finally, from 4:30 to 9:45 p.m. Your recruitment strategy should include sending out information during these key times to tap into the largest audience possible.

Live-man your Web presence

It’s not enough just to post during these peak times–always ensure a recruiter is live-manning your Web presence during these hours, too. The mobile Web should change recruiters’ thinking around content and accessibility. Gone are the days of job seekers calling and leaving a message on an answering machine–if a job candidate messages you on Facebook or Twitter, they’re expecting a response now. Keep all content short, including email messages, to comply with candidates who will be using mobile devices. In some regard, you should think of your mobile strategy like instant messaging–all communications with job seekers should be concise and timely.

Make all content quick and easy to access

Remember, mobile device users often fall into the category of passive job seekers. That means a great mobile recruitment strategy requires inbound marketing techniques for drawing in interested candidates.

Your company should be drafting blog posts, updating social media, and engaging with followers on each of these platforms. Promote your company culture just as much as your product or service–include office photos, interviews with employees or company leaders, and videos to give candidates a feel for your organization. Retargeting is important here, as job seekers often use their mobile devices when they’re on-the-go and reopen content on a computer or tablet later. Enlist the help of your IT department to ensure all content is viewable on all mobile devices and is able to be bookmarked and easily opened on another device later.

Adopting a great mobile recruitment strategy means paying keen attention to time elements. Keep all communications quick, ensure all content is easy to open and refer back to, and live-man your online presence for the best results.

in Mobile Recruiting]