The HR Check-In: Making Mobile Recruiting Best Practices a Reality
The idea of mobile recruiting isn’t new to most talent acquisition teams. However, despite the buzz around this topic, many companies are still behind the curve on adopting a mobile strategy. This week’s HR Check-In rounds up four articles that discuss the importance of providing mobile capabilities for active candidates, passive candidates, millennial job seekers, and in some industries, even your customers.
Why Machine Learning Is a Job Seeker’s Best Friend (Recruiter.com)
Juan Urdiales, CEO and cofounder of a job-matching platform called Jobandtalent, discusses the value in approaching the active/passive candidate gap from the candidate point of view, rather than the employer point of view. Passive candidates account for 75% of the workforce, and although they aren’t actively searching job boards for new opportunities, they are interested in receiving accurate and mobile-friendly job postings to keep their options open.
Ensuring Your Recruitment Strategy is Mobile Friendly (Recruiting Trends)
Jay Barnett, Founder and CTO at Decision Toolbox, explains that incorporating mobile into your recruiting strategy is a must. And good news: it’s easier than you think. He notes six aspects of a mobile-friendly recruiting process to consider, while stressing the importance of quality content, especially on a small mobile screen.
Looking to Recruit? Get Mobile! (The Star)
Nine out of 10 job seekers say they’re likely to use a mobile device during their job search, and 45% of job seekers use their mobile device to search for jobs at least once a day, according to a 2014 Glassdoor survey. Companies that aren’t incorporating mobile recruiting techniques are missing out on active and passive candidates alike. Going mobile is even more important for companies focused on recruiting Millennials—an estimated 21% of this demographic no longer use desktop computers to go online, according to comScore.
A Better Mobile Mindset (HRE Online)
In certain industries, companies are realizing that owning a mobile recruiting strategy is the only way to reach their most desired potential candidates. This is true for Atlanta-based auto supply company, Genuine Parts Co., which interestingly enough tends to target their customers as their best candidates. These customers are often not active on desktop computers, or are not willing to spend the time applying for a job after a long day of work. The need for an integrated mobile apply solution is more important than ever—and it has to be simple, user-friendly, and concise.
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