4 ways to use mobile for your recruitments

82% of job seekers are actively looking for new opportunities using their mobile devices. Recruiting candidates using mobile is therefore a particularly effective solution. To target this pool of candidates, it is not enough to simply have an optimized career space: HR must adopt specialized mobile recruitment tools.

In this article, we look at recent trends in mobile recruiting and share four ways you can use this technology for better hiring results.

The penetration rate of smartphones has reached an unprecedented level and is the preferred medium for job seekers. Interestingly, it's not just about millennials - more than half of the French adult population uses smartphones, ranging from 73% among those aged 50-64 to 94% among those under 29. This makes mobile recruiting an absolute must for the modern HR division.

Since mobile has now become the preferred medium for a large part of consumers to access information or consume content, it is essential for HR teams to make this channel an integral part of their recruitment strategies.

A. Vishwakarma, CTO at Shine.

So how can you, as a recruiter, take advantage of this trend and expand your talent pool?

How do I use the mobile phone to recruit?

What does mobile recruiting mean for recruiters?

Mobile recruiting refers to optimizing recruitment channels, strategies, and messages to target a mobile audience. This includes two main areas:

• Designing a responsive career site
• Adopt a dedicated recruitment software designed to facilitate mobile use

Today, candidates are looking for a simple application process with minimum effort and maximum earnings.

Employers who cling to old approaches, like complex application forms, risk seeing candidates drop out halfway. Candidates are not ready to continue with the recruitment process if the application form is more than five steps long!

This means that the mobile experience needs to be redesigned from a current perspective and that every recruitment process - from the application form to the CV submission and the job description - must be mobile-friendly.

4 ways to use mobile recruiting to tap into a larger pool of candidates

“To start, HR needs to ensure that their websites and online resources are mobile-friendly and optimized to be accessible across all types of connections and devices. At the same time, it is important to ensure that mobile-friendly websites are not an exact replica of desktop sites.”, recommends A. Vishwakarma

In addition to making career sites mobile-friendly, recruiters are also exploring where candidates meet online to make sure they can reach them. Here are four ways to target candidates via mobile:

1. Create video job descriptions

According to recent reports, over five billion videos are watched on YouTube every day, and videos can improve website traffic by up to 78%. In addition, Google is showing more and more videos in the search results, which means that job ads are more likely to be viewed on mobile if they respect video formats.

You can create short one to two minute videos that turn static descriptions into a more engaging, experiential hiring call. Keep these recommendations in mind for video job descriptions:

• Ask current employees to share their work experience within the organization.
• Guiding candidates through the application process.
• Add a strong call to action at the end of the video, for example: “We can't wait to have you on board. Apply now!”
• Create a detailed transcript of the video to facilitate search engine optimization and increase the searchability of your post (natural referencing).

2. Communicate the right way on Facebook, Instagram, and LinkedIn

Recruiting on social networks integrates perfectly with mobile recruitment marketing strategies, given that a majority of social media consumption takes place on smartphones. By using the targeting options available on these platforms, recruiters can display their ads directly to the right candidates, thus improving the effectiveness of their job offers and their qualification rate. Here are a few ways you can do that:

• Present a mission or a game through the post. For example, software developer candidates may be asked to solve a puzzle on Instagram, which is likely to encourage an application.
• Join Facebook and LinkedIn groups to reach candidates who are active there and who are trying to position themselves in the field.
• Share your video ads and job descriptions on these social media platforms. Viral video quality can extend its reach, and not only function as a great employer branding tool, but also genuinely attract great talent.
• Use HR programmatics to give maximum targeted visibility to your HR content (videos, offers, career pages, etc.). Your ads are transformed into attractive recruitment ads that will target the right candidates based on their socio-demographic data, all over the web.

3. Get inspired by mobile applications to design your career page

It is not enough to have a responsive website that is displayed correctly on mobile. On a computer, the candidate is likely to spend more time reading text and looking for the role that best fits their needs. Mobile users want to make decisions more quickly. To engage and convert candidates via mobile, consider the following options:

• Include a clearly visible “Apply” button
• Ensure that the application process is less than four pages long.
• Integrate “swipe” navigation to browse the various job offers.
• Offer seamless integration with resume uploading tools (for example, device storage, Dropbox, Drive, and LinkedIn).

4. Talk directly to your candidates on social networks

La employer brand is an essential part of any long-term recruiting strategy, and it also plays an important role in mobile recruiting. Recruiters can use social media to create employee communities that reflect the company's values, engagement policies, and the benefits offered to new employees. There are three ways to do this:

• Create open groups on Facebook for existing employees, which will help improve the number of referrals.
• Create separate social networks to defend the interests of employees.
• Use employee advocacy platforms to create a strong employer brand.

The USP (“Unique Selling Proposition”) of this mobile recruiting strategy is that candidates can engage with your organization wherever they are and use their time between tasks and errands to find new job opportunities. For example, Starbucks really made a name for itself with its Instagram page called @starbuckspartners, which has over 139,000 followers and offers insider views on what it means to work at Starbucks.

👀 Key points to remember when recruiting on mobile

It is undeniable that the hiring climate is very competitive and that more than half of candidates will continue to look for an opportunity even after you send an offer. By adopting mobile recruiting, you engage with candidates according to their preferences, you present the employer brand in its best light, and you position the company as an attractive place to work. This will not only allow you to reach a greater number of qualified candidates, but also to ensure that multiple points of contact lead to a successful hire.

💡 Focus on HR programmatics

HR programmatics, also called programmatic recruitment, not only makes it possible to use social networks in a relevant way, but also to transform your HR content into dynamic, attractive and mobile-friendly advertising, which will directly reach your ideal candidates on their usual mobile browsing spaces, based on socio-demographic and behavioral data, thus affecting both active and passive candidates.

Try our technology to optimize your mobile hires. 👇

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