Why mobile recruiting has to be part of your social recruiting strategy
I just want you to consider something for a moment - 27% of emails are now opened on mobile devices. So when you send out all those emails with links to jobs etc and then encourage people to share them on the many different social networks, how do think the recipient feels when they click on the link and find your careersite/website is not mobile optimised? Frustrated by any chance? I have created a simple graphic to demonstrate this:
* eConsultancy report
At an excellent Reconverse event I attended last week on mobile recruiting, some very recent mobile survey statistics (sample size circa 25,000) were shown, which made for some interesting reading:
- 72% want to receive career opportunity information on their mobile device
- 63% have searched for a job on their mobile device
- 48% have applied for a job on a mobile device
- 84% thought job organisations should have mobile friendly websites
The full survey results can be viewed here.
We are now living in a mobile world with 54% of us now owning a smartphone such as an iPhone, Android or Blackberry. All the social networking sites now have an excellent user experience on mobile devices. Yet still the majority of the full recruiting spectrum of companies, recruitment agencies, recruitment vendors etc have not yet grasped the fact that we are in a mobile world NOW!
A thought to end with. One of those (gold dust) passive candidates we all crave, sees a job on his mobile that has been sent to them via a social network from a friend. They click on the link to see more about the role, and then end up on your non-optimised careersite. They won't be able to see the details of the job, quickly lose interest and therefore will likely leave the page. The chances of them returning are slim. A golden opportunity lost……forever!
If you are serious about recruiting for the future, make sure you include mobile recruiting to your social recruiting strategy.
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Comments 9
Charlie Duff
Good points Andy. Just wanted to add something I was reminded of last week. Johnny Campbell pointed out that we ALL read our text messages. The read rate on a text is phenomenal, so definitely worth considering - on how big a sample I’m not sure. Dave Martin has said similar things too.
Although I could do without those ads O2 insists on sending me, I love that Twitter does text alerts - so long as you *want* those alerts, SMS remains a powerful tool.
Marcus
Just read this post on an iPhone as I clicked on a link from my mobile Twitter app.
Sad to see that a post that preaches about mobile sites is posted on a site that isn’t optimised.
I survived, though. Read the article and managed to post this comment. I think most candidate survive as long as they understand they are using a phone and not a computer…
All for mobile optimised sites as long as they are GOOD (!) and offer the full functionality.
Otherwise Inaleays jump to the full site…
Julia Briggs
Thank you Andy, very succinctly put. Now I just need to go and sort the technology for my enterprise!
Andy Headworth
Thanks for pointing that out Charlie. I agree texts can play a huge part in recruitment, especially if integrated into an ATS correctly.
Andy Headworth
Thanks Marcus, it isn’t a mobile site, correct
But it does read OK on smart phones.
Good point, and some times it is just better to go to the full site and use the ‘pinch and zoom’ approach to exploring the page.
David
Hmmmmm, yes I was about to raise the ‘well, this site isn’t mobile optimised Andy’. Which I do think is a valid point.
My major gripe with this is ATS not even really attempting to mobile optimise. And I’m not talking about apply with linked in. I’m talking high volume candidates in retail and call centres that won’t have a linked in profile. I do agree, but I would also argue that if you can’t finish your transaction on the mobile site i.e. apply. Then why both sending them to the mobile site? It would be like ebay say this is what you can bid on, but you can’t actually bid on it on here.
Darren
Hi,
I am a developer for a well-known recruitment software provider, the difficulties I can see with mobile is that when it comes to applying.
Uploading a CV isn’t possible, providing a textbox for them to fill in isn’t feasible. Apply With LinkedIn doesn’t work on mobiles and Facebook doesn’t offer any apply functionality.
What do you consider to be enough information to warrent an application? is the CV important, or if they provide a way of contact (email or phone) would you be happy enough to have another step so you can see if they are any good?
Topias Lindfors
72% want to receive career opportunity i agree to that one,recruiting for me is a very big opportunity,in Finland their is some company that give a good opportunity for a job vacancies which is really a good thing to a person who ‘s not yet employed.
George Hader
With advancing technologies,you need to keep yourself up to date. Your blog gives information about a way which can benefit the recruitment agencies, as well as, the job seekers. The benefits are also stated very clearly.