Event Recap: Social and Mobile Went Hand In Hand at SRSC Boston
In July, Jibe had the opportunity to attend the Social Recruiting Strategies Conference (SRSC) in Boston. With several hundred people in attendance, the conversation was lively, both in person and via the socialsphere. We heard from a variety of talent acquisition leaders, all of whom agreed on one idea: modern talent acquisition strategies have to be as social as they are mobile.
In today’s digital age, a successful recruiting strategy must be supported by a strong mobile experience. Everything your candidates are able to do on desktop, they expect to be able to do on their mobile device. Anytime a company interacts with a candidate, whether that be through email, social channels, or the most controversial method discussed—text messages—they must be prepared for that social interaction to take place and continue via a mobile device.
After that initial interaction, how do candidates learn about your company? How do they notice your employer brand? Step 1: At some point they take out their mobile phone, if they haven’t already done so. Step 2: They search for your company name on LinkedIn, Twitter, Instagram, Facebook, or Google.
What The Experts Had to Say
An overwhelming percent of our everyday social interactions happen through a mobile device, so why shouldn’t the recruiter-candidate interaction follow suit?
Jennifer Terry-Tharp from AT&T said it best—mobile isn’t a source, it’s a distribution tool.
And Adriana Kevill from KRT Marketing backed this up wholeheartedly in her presentation, explaining that having a mobile site and apply process are not “nice-to-haves” anymore, they are a must. It’s no secret that a lack of mobile optimization will hinder the recruiting process.
Just ask Kerry Noone—she shared that in Amtrak’s current state, pre-mobile-optimization, only 10% of almost 100 thousand applicants who come from a mobile device actually apply to a position.
Bridging the Employer Branding Gap with Social and Mobile
The connection between social and mobile optimization correlates with another one of my favorite SRSC topics: employer branding.
Companies must create the perceptions they need to be successful. This means being creative, consistent and authentic when projecting your employee brand, whether that be over social platforms or on your career site.
How do you keep your employer brand relevant in such a competitive, attention seeking digital age? The answer is simple—give your candidates what they want—a user-friendly, socially-connected and mobile optimized experience.
Candidates have come to expect a certain level of technological maturity whenever interacting with a brand. And when they interact on social, so many of those interactions will take place on a mobile device. So, why not meet them on their own turf? This is emerging as a central topic in so many employer branding conversations today.
Social Optimization and the Purple Squirrel Hunt
Another popular topic, and the one thing all recruiters are striving for, is of course, capturing the purple squirrel. But we know it’s no easy feat, and once you find your purple squirrel, the process doesn’t stop there. Sometimes the purple squirrel miraculously shows up at our door, but most of the time the recruiter must actually engage the “perfect candidate.”
For this example, imagine the hunt for the squirrel starts with social contact via Twitter. Once the recruiter identifies a purple squirrel, the social interaction must be engaging and authentic. If the Twitter conversation continues, the recruiting organization must be prepared for the candidate to go mobile.
What if candidates want to check out your career site on their mobile device? What if they want to watch one of your employer branding videos on their tablet? And if you’re really lucky, what if they decide to apply for a position? That job requisition you posted on Twitter better be followed by a mobile apply flow.
Interested in learning more about what it takes to build a modern candidate experience? Check out our new“9-Point Checklist for Building a Next-Generation Candidate Experience.”