Four Essential Steps for Comprehensive Mobile Recruiting

Remember the good old days?  You know the ones? When you could sit down to dinner with friends and actually hold a conversation rather than texting across the table.  Or perhaps you miss the idea of being tied to a lumbering hulk of a desktop computer in order to shoot off a few emails to friends or potential employers.  

The nostalgic craving for simpler methods of communication is so intense, we hear some people are even lining up to spend upwards of $1500 to purchase a newly reinvented, old, low-tech phone.  For the rest of us realists, however, we know that mobile is here to stay.  In our increasingly connected world, recruiters and hiring managers looking to attract top talent need a plan and a solid platform for being where the job-seekers are.  As always, Simply Hired is here to the rescue with four essential steps for comprehensive mobile recruiting, that are sure to find your jobs listings reaching your tech-savvy applicant audience.

1. Develop a Plan

The first step to any comprehensive solution is the development of a solid plan of action.  Clearly defined goals are necessary for a successful project roll out. For your hiring plan, this means identifying just want your mobile recruitment system needs to accomplish.  Once you’ve identified the ideal capabilities, you can move on to the next steps in execution.

This may seem all well and good, but if you’re starting off in the mobile recruitment game it can be difficult to identify concrete features and abilities.  This means something a bit more detailed than “have a mobile recruitment system.” To start, try perusing websites that already attract on-the-go talent. Try navigating through their job search and application features and identify the pros and cons in ease of use.  If there are specific features that may come in handy, be sure to jot those down on your goals list. Imitation is, after all, the best form of flattery.

Without clearly defined goals, no project can be successful. In the case of mobile recruiting, this means stating what exactly you want candidates to be able to do from their mobile devices. This may require some competitive research and evaluation of current capabilities. Some things to consider:

After you have the features, it’s time to start looking at your current systems and resources.  Identify any current technologies that may be useful in integrating a mobile recruitment platform.  You’ll also want to check with your IT department or budget chair to decide whether you have the current workforce necessary to build out a solution or the funds needed to hire outside help.  Lastly, once you have an idea of capabilities, pick a solid implementation date. Incremental milestones along the way to final roll-out will not only help you hit your goal, but it will also alleviate stress from yourself and project managers along the way.

2. Make the Business Case

Sure, you may see the value of a comprehensive mobile recruitment plan, but you might not be the final decision maker when it comes to money or resources.  As with any business proposition, hiring managers should be prepared to make a business case for the need of mobile recruitment.

The underlying principle here will be ROI, or return on investment.  With any successful business model, the benefit received by the company should meet or exceed the output of resources.  While the idea that applicants are increasingly mobile may seem intuitive, you’ll need to find physical evidence to back your ideas.  

Try pointing to readily available studies on the use of mobile technology in recruiting across your industry or among your target hiring demographic.  If you’ve seen a downturn in qualified candidates, network among your peers to find out if their mobile solutions have helped turn the tide. Present this information to your decision makers to help secure the support your mobile recruitment efforts will need.

3. Get Internal Buy-In

After you’ve secured the funding, it’s time to rally the troops.  Developing a mobile recruitment solution will typically involve the help of multiple company departments.  IT will be essential in integrating any new system. Managers will have to utilize the platforms that are ultimately designed.  Finally, existing employees should feel comfortable with the benefits of a mobile solution so that they use it to keep in touch once they’ve exited the company.

The all-important facts you previously gathered for management sign off will be useful here.  More beneficial, however, will be the relationships and personal repertoire you build with individual team leaders.  Try to identify benefits to each individual department. Convince managers that streamlining their processes will save time and paperwork.  Perhaps marketing will see the benefits of presenting unified social networking or messaging brand to recruits. Whatever the case may be, identify one or two solid benefits to the key players and get them involved early to ensure the mobile recruiting solution is rolled out on time and in the most efficient and useful manner possible.

4. Choose The Right Partners

The last, but certainly not least, bit of advice we have when it comes to a mobile recruitment plan is to realize that you don’t necessarily have to go it alone.  Starting from scratch, for example, will involve more work than utilizing an existing partner or platform. While some companies may have specific needs that call for bespoke solutions, you will often be able to use key elements or out of the box solutions from software vendors, hiring professionals, or existing job search platforms.

While the market for mobile recruitment sees daily newcomers, Simply Hired has consistently ranked at the top when it comes to partnering with the biggest names in corporate America.  From ensuring your job listings meet current industry standards to connecting your listing with qualified candidates using keyword targeting, is a one-stop shop for your mobile recruitment needs.  Simply Hired can even be customized for your existing systems, redirecting applicants to internal forms, or collecting, screening, and forwarding applications to hiring managers for review.

At Simply Hired our goal is to help hiring professionals to navigate the ever-changing landscape of successful recruiting.  Whether via our top-notch technology or useful articles and newsletters, we aim to provide the tools necessary to connect qualified applicants with available open job listings.  Check back often to the Simply Hired Blog for the latest insights and helpful advice to help you stay on top of the mobile recruitment game.

Article Updated from the Original on February 4, 2019