MOBILE RECRUITING – HOW TO ADDRESS APPLICANTS QUICKLY, TRANSPARENTLY AND EFFICIENTLY

Technologization and professionalization, analysis and interpretation of HR data, Mobile First as well as real time commitment in recruiting are the clear signs for the massive changes in the search for and recruitment of new employees. It felt “Yesterday” that companies still placed the advertisement for a vacant position on their own homepage and positioned it on one of the well-known job portals. “Today”, on the other hand, is no longer possible without Active Sourcing and Mobile Recruiting. Companies should adjust to this when they are looking for new employees.

The “pivotal points” of modern employee recruitment via mobile recruiting are mobile devices. “Mobile Recruiting” refers to the use of mobile devices for personnel recruitment – both on the candidate and recruiter side. The smartphone is particularly important in this context. Meanwhile almost everything and especially in every situation is possible via smartphone: order a taxi, buy groceries, book a flight, check your finances, etc. Apps simply simplify our lives. According to Statista, 74% of 25 to 28-year-olds and 80% of 18 to 24-year-olds use their smartphones to find a job.

7 Facts why Mobile Recruiting is becoming increasingly important

Mobile recruiting is a win-win situation for both companies and candidates.

  • 8 out of 10 of the top 1,000 companies and even 100 percent of the IT companies participating in the latest mobile recruiting survey conducted by the University of Bamberg think that mobile recruiting is becoming increasingly important.
  • 66 percent of people own a smartphone (source: W&V)
  • 44 percent of candidates believe that a mobile application saves time and is more efficient (source: Centre of Human Resources Information Systems at the University of Bamberg)
  • The proportion of candidates using the smartphone for job search and application from home and on the road has doubled in the past three years (source: Centre of Human Resources Information Systems at the University of Bamberg).
  • 94 percent of HR managers consider a CV to be useful (source: Indeed)
  • 50 percent of applicants are annoyed to have to write a cover letter (source: Indeed)
  • 66% of job seekers would apply on the move if this were possible (source: Indeed)

How does Mobile Recruiting work?

For Mobile Recruiting there are different possibilities of use. For example, a QR code can be placed on a posting. The applicant scans this code. He can then create and send his application directly via smartphone. It can also be used to send an e-mail link to interested parties who have been determined using Active Sourcing, for example.

Another possibility is that the jobseeker downloads a Mobile Recruiting App from the Appstore to his smartphone. Using this app it is possible to produce short video sequences based on selected and suggested questions. This gives companies an immediate and personal impression of the applicant. The videos are provided with the CV of the candidate, which he either enters himself or sends along his Xing- or LinkedIn profile. A candidate can also create an unsolicited application.

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The mobile application process

5 Advantages of Mobile Recruiting

  • Increased Speed ​​and Efficiency – Potential candidates can respond much faster. This is possible because not only the approach and search, but also the application itself are possible on the go.
  • Hurdle to the application becomes smaller – so far applicants would have to click themselves by opaque application platforms. They never knew how extensive their attachments could be. Thanks to Mobile Recruiting, they are only a few clicks away from sending the application.
  • Simple and direct contact – The mutual contact between candidate and company becomes uncomplicated and above all transparent. The candidate not only knows his direct contact person, but can also contact him at any time. Using his smartphone, he can view the status of his application at any time. The digital interactive application folder is therefore in the trouser or handbag.
  • Applications become shorter and clearer – Due to the fact that an application consists only of max. 3 short self-made videos of 45 seconds each plus ideally already on a platform located curriculum vitae, this saves time with applicants as well as administrative expenditure in the companies
  • Candidate Experience and Employer Branding – The employer brand is also strengthened by means of a consistent process. This process must be consistently designed and enriched with digital methods, from the approach, information exchange,application, review of the person organization fit, onboarding and retention of the new employee. This achieves a positive candidate experience and thus supports the employer brand

Bottom Line

Mobile devices and their use are widespread among the population. The majority of people now own a smartphone and/or a tablet.

In order to simplify the application process for applicants and companies and to enable applications via mobile devices, companies are increasingly relying on mobile recruiting. The recruitment of employees via smartphone, tablet & Co. is on the advance.

If recruiters reach the right candidates via Active Sourcing and offer them the possibility of mobile application as part of their mobile recruiting strategy, application processes can be made faster, more transparent and more efficient.

Sources:
Centre of Human Resources Information Systems: https://www.uni-bamberg.de/isdl/transfer/e-recruiting/
Indeed Bewerbungsstudie: https://www.presseportal.de/pm/110144/3359815
w&v: https://www.wuv.de/digital/weltweite_smartphone_verbreitung_steigt_2018_auf_66_prozent