Concept of creative technology with businessman and tabletEvery organization faces challenges with communication. Add to this that, in 2013, 3.3 million people—not counting the self-employed— considered home their primary place of work. And add to both of those that our workforce continues to evolve into a technology-centered arena and now we’re talking about even more communication challenges.

What are organizations to do?

The logical answer is to adjust their communications practices to keep up with the mobile shift, but how can companies accomplish this? Well, this is where new technologies like Red e App step in. Red e App is a unique application that allows companies to stay connected with their employees through secure messaging, content, and file sharing—and all of this is done without the traditional @company email.

Oh, the power (and benefits) of mobile.

And to help us understand more about the significance of mobile on the recruitment field, received assistance from Red e App Director, Patrick Goodman. Read on to discover Goodman’s perspective on the impact of mobile on recruitment, turnover and even learning capabilities of today’s top talent.

Mobile’s Impact on the Recruitment Process

Mobile is becoming the connection point for our personal and professional lives. Many start the day – even before getting out of bed – by checking out their favorite social media app and likewise, end the day by looking at their calendar to see what to plan for tomorrow. Some even use their mobile device as their alarm clock (this author proudly points the finger at himself regarding this one).

Several studies note (here  here and here) that people on average check their mobile devices constantly during the day.

A mobile addiction? Maybe. The new reality. Definitely.

So how has this impacted the recruitment process? Simple: If you want to find new talent, be on mobile. If you hope to retain great talent, be on mobile.

For example, if you’re a company HR pro wanting to find new talent, you must be able to speak social and mobile. Potential applicants are looking at a company’s “digital voice” by lurking on their Facebook and Twitter pages long before the interview. They’re also exploring a company’s LinkedIn page and seeing who they may have connections with that either work there or can connect with to find out what the real company culture is like.

Saying your company is innovative, open-minded, and an amazing place to work is one thing on a job board or online posting, but hearing that from existing employees is another. And where are potential hires looking to see how existing employees talk about their work and life? Social and Mobile.

Or how about company employees that complain about the lack-luster office internet speed or not being able to use the best consumer cloud tech to get work done and collaborate with other workers? Do you think new hires aren’t considering those questions? They are. And if they’re not and just hoping to “drive a cubicle” for 8 hours a day, would you want to hire that type of employee?

Mobile Platforms and Lower Turnover Rates

Mobile platforms are like your fitness regime; you get out what you put in. If your enterprise social / mobile collaboration platform looks like a treadmill that doubles as a second closet with clothes hangers and your laundry basket, chances are, few employees are actually using it. If, however, employees are communicating, connecting, and collaborating on the company’s mobile platform, chances are, they are more engaged with your company’s product or service, and in turn, are less likely to leave your company.

Does that help lower turnover rates? No doubt. Are mobile platforms the panacea to a company culture that doesn’t communicate well? Nope. Remember, you get out what you put in.

How Mobile Affects Millennial Learning Capabilities

To understand how Millennials use and adopt technology, it’s easier to understand the demographic in two parts - older and younger Millennials. The first time most older Millennials (28-36) really touched technology was in high school and college. Younger Millennials (18-25) started much sooner and maybe even with a parent’s hand me down iDevice. Thus, Younger Millennials may adopt and use mobile tech faster than older ones but if there is a gap of Millennials “who learn quicker on mobile”, it would be very small.

The ability to learn quicker on mobile for Millennials is due to the fact that they spend both personal and professional time with the same device all day long. They may be posting an Instagram with friends while at lunch, responding to a business email 10 minutes later, replying to a Twitter @mention, and group instant messaging about a networking event later in the day.

The days of having one device for work and another for pleasure are quickly sunsetting. And companies who think otherwise are going to have a very hard time finding and retaining talent. Don’t shoot the messenger. I’m just stating the new mobile reality.

Mobile and the Future

The future of work is mobile. What the printing press was to the Enlightenment, mobile is and will be for the next generation of both consumers and business professionals. Mobile is more than disruptive; it’s revolutionary. If you want to recruit, hire, train, and maintain present and future generations of your workforce, you must KNOW and BE mobile. It’s that simple. thanks Patrick Goodman for contributing to this story.

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