Why Your Best Hires Come From Mobile Recruiting
Believe it or not, the world’s greatest authors and recruiters share a common secret that has driven their work over the centuries. They both follow the rule of “Show, Don’t Tell.” The thought is that ideas are communicated more powerfully when presented through actions, rather than direct descriptions.
When it comes to the recruiting process, “Show, Don’t Tell” is the difference between a job description that says “Work for us, we have an awesome company culture” and a recruitment process that truly embodies an awesome company culture.
One of the many reasons mobile recruiting is taking off as a critical talent attraction method is that it allows recruiters to show candidates that you are recruiting for a forward-thinking organization. According to a recent IBM report, 70 percent of employees recognized as “high-potential” say that mobile recruiting makes organizations more attractive.
In a job seeker’s market like the one we have today, candidates are being more selective and rightfully prioritizing employers that show off their awesome cultures during the recruiting process.
With that in mind, here are three reasons your best hires will come from mobile recruiting:
1. 5G Speed
A fast and efficient hiring process has gone from being “nice to have” to a “must have” for modern employers. As employers have come to appreciate the costs of missing out on the most talented candidates and leaving positions unfilled for long periods of time, they have decided to do away with seven-page job applications and month-long recruiting cycles.
According to the IBM survey cited above, 73 percent of high-potential employees value mobile recruiting because it allows them to access job information more quickly. Additionally, 57 percent of high-potential employees said they liked mobile technology because it allows them to respond to job postings more quickly.
Mobile recruiting also carries many benefits for recruiters. According to the recently published Mobile Recruiting 2.0 eBook, recruiters who use text messages to communicated with candidates have average response rates of more than 30 percent, and 90 percent of recruiters’ messages are read within three minutes of being received. An efficient recruitment strategy indeed.
2. Keeping It Mobile
Job seekers value consistency when it comes to the recruitment process, and that is especially true for high-potential candidates. There are few bigger turnoffs than starting a job application on your phone and then having to move to the conversation elsewhere when it comes to actually discussing the role with a recruiter.
High-potential employees, compared to other employees, want more opportunities to look for information about potential jobs (58 percent vs. 52 percent), get job alerts (58 percent vs. 50 percent), express interest in job openings (41 percent vs. 29 percent), take job-related assessments (23 percent vs. 12 percent), and complete entire job applications (29 percent vs. 20 percent), according to the IBM report.
A complete mobile candidate experience is much more effective when recruiters are attempting to convert as many candidates as possible and/or appeal to high-performing candidates. Any process that makes job seekers bounce from one device to another only leads to more interruptions.
3. A Simple Text
When it comes to mobile recruiting, text messaging stands out as being favored almost 2:1 for communication by high-potential employees over other employees (40 percent vs. 23 percent). One reason for this is that text messaging requires no mobile app downloads and notifications are pushed automatically to the home screen on job seekers’ mobile devices.
Reflecting on my own job search experiences, I was always frustrated when I had to constantly check my email to see if I had received word from a potential employer. Text messaging would have saved me that trouble with notifications getting pushed to me directly.
If you’re a recruiter, you should write it down on a sticky note and paste it to the front of your laptop: “Show, Don’t Tell.” It’s posted right here on mine. Avoid the temptation to cram more buzzwords into your job descriptions. Don’t just tell candidates about your forward-thinking team. Instead, create a modern candidate experience that shows off the innovative employer you are representing. You and your high-performing recruiting team won’t be sorry!
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