1. Business Ideas
  2. Business Plans
  3. Startup Basics
  4. Startup Funding
  5. Franchising
  6. Success Stories
  7. Entrepreneurs
  1. Sales & Marketing
  2. Finances
  3. Your Team
  4. Technology
  5. Social Media
  6. Security
  1. Get the Job
  2. Get Ahead
  3. Office Life
  4. Work-Life Balance
  5. Home Office
  1. Leadership
  2. Women in Business
  3. Managing
  4. Strategy
  5. Personal Growth
  1. HR Solutions
  2. Financial Solutions
  3. Marketing Solutions
  4. Security Solutions
  5. Retail Solutions
  6. SMB Solutions
Product and service reviews are conducted independently by our editorial team, but we sometimes make money when you click on links. Learn more.
Grow Your Business Your Team

Mobile Recruiting: 3 Ways to Make It Work for Your Company

Mobile Recruiting: 3 Ways to Make It Work for Your Company
Credit: www.BillionPhotos.com/Shutterstock

In the modern job market, candidates expect to be able to search, view and apply to jobs right from their smartphones. As a result, mobile recruiting has become a hot topic among businesses, especially those who are just starting to ramp up their hiring efforts.

Smaller companies may be on the fence about investing in a mobile-optimized hiring process, but if you want to draw in today's top talent, you'll need to reach them where they are. Business News Daily spoke with HR and recruitment experts about why recruiting has gone mobile, and how you can make it work for you.

Take a look at just about any industry and you'll see the effects of mobile adoption. Banks, retail stores and even health care companies all have their own mobile apps, making it easier for consumers to stay connected. Recruitment is following this trend, too, to make the application process simpler and more convenient for candidates.

"The mobile job-seeking experience must evolve from the current job-board paradigm, with its outdated search functionality, run-on job descriptions and different application forms for each job, to one that's simple, convenient and optimized for mobile," said Yarden Tadmor, CEO of job-matching app Switch. "Millennial workers have shown they want a different application experience, one that brings jobs to them, quickly and easily."

Ashley Pelliccione, director of people at Namely, an all-in-one human resources software, added that the mobile recruiting process creates a much more streamlined candidate experience. [Recruiters Ditch the Résumé for Data and Social]

"It's intuitive, user-friendly, and offers significant time savings in the application process than the traditional method," she said. "Giving candidates the option to apply easily on mobile can drive traffic to the careers page, and bring more attention to the company in general. 

Need another reason to make the move to mobile?According to a 2015 Pew Research Center report, 75 percent of adults in the U.S. have a smartphone and nearly 20 percent rely on their smartphone as their access point to the Internet. Additionally, a 2014 survey by Lee Hecht Harrison consulting firm found that 90 percent of job seekers use their mobile device in their job search in some way.

Jason Berkowitz, vice president of client services at recruitment process outsourcing company Seven Step RPO, said that because of this widespread smartphone usage, mobile is moving from "nice to have" to table stakes in the recruiting world.

"Companies that don't have a mobile strategy are going to miss out on engaging with a significant portion of the talent pool, especially millennials and tech professionals who are even more mobile-savvy than average," Berkowitz told Business News Daily.

Editor's Note: Looking for recruiting software? If you need information to help you choose the one that's right for you, use the questionnaire below to have our sister site BuyerZone provide you with information from a variety of vendors for free: buyerzone widget

If you're new to the mobile-recruiting scene, here are a few tips to help you make the process simpler for you and your applicants.

Don't rely only on the algorithms. There's no question that job search apps have made the application process easier on candidates, and in many cases, mobile-applicant-tracking systems (ATS) have made hiring managers' lives easier, too. But if your company receives a steady flow of inbound résumés, sifting through all these applications may be more of a burden than a benefit.

"By allowing candidates to apply to jobs in one click, candidates do not always consider crucial details like professional qualifications and culture fit," Pelliccione said. "In these cases, recruiters are faced with evaluating a plethora of unqualified applicants, rather than focusing their time on sourcing passive candidates or assessing those with the necessary skills."

In order to ensure you're getting the most out of your mobile ATS, it's a good idea to take advantage of its robust keyword filters so you can weed out the irrelevant applications. Once you've found the best-qualified candidates through your system, use your old-fashioned (but reliable) human intuition to truly analyze the applicant via his or her cover letter, portfolio and social profiles.

Test your own application process. Want to know how potential candidates feel going through your application process? There's nothing better than a first-hand experience. Berkowitz advised using your own smartphone to go through your company's mobile job application process to see if there are any gaps or issues.

"If you run into a step that your smartphone won't support — like uploading a résumé, e-signing a document or even searching for jobs on your careers page — then it's apparent where you need to focus your efforts," he said.

Stick with it. Mobile recruiting is certainly gaining steam, but Pelliccione noted that it's not fully developed yet. The best thing hiring managers can do is to get on board and follow the current trends, so that when it does become a standard recruiting tool, they're ready for it.

"I don't think we've figured out how it fits into the recruiting landscape yet," Pelliccione said. "It will take the research and buy-in of recruiters, developers and job seekers before it becomes a truly valuable tool for all parties."

For more tips and best practices for hiring the right person, visit this Business News Daily guide.

Nicole Fallon Taylor

Nicole received her Bachelor's degree in Media, Culture and Communication from New York University. She began freelancing for Business News Daily in 2010 and joined the team as a staff writer three years later. She currently serves as the assistant editor. Reach her by email, or follow her on Twitter.