Now that recruitment is 100% digital, it’s important to utilize mobile technology into your recruitment process to reach and engage more candidates. With 9 out of 10 job seekers using their mobile devices to search for open job positions, mobile recruiting is a critical element in a company’s recruitment strategy and process.

1. RECRUITMENT CHALLENGES AND
HOW TECHNOLOGY ENABLES RECRUITERS
TO OVERCOME THEM
By
Mark DeRugeriis,
Chief Operating Officer – Assessment Innovation
http://talentlens.com

2. Now that recruitment is 100% digital, it’s important to utilize mobile
technology into your recruitment process to reach and engage more candidates.
With 9 out of 10 job seekers using their mobile devices to search for open job
positions, mobile recruiting is a critical element in a company’s recruitment strategy
and process. Understanding the mobile recruitment environment and its challenges
is paramount to getting optimal results and finding and hiring better talent.
Be sure that you are adequately addressing these challenges:

3. Visibility on Social Media
Companies are including social media into their recruitment strategies for
good reason, as it allows them to reach many more candidates and expands their
talent pool. There are volumes of content posted on social media sites every day,
which make it more difficult for a hiring organization or recruiter to be noticed by
job seekers. Posting job opportunities more frequently across all sites is important
to drive users to your career site as much as possible. Using automated posting
tools will allow you to consistently post job advertisements and maintain an active
presence on social media sites. The key is to make sure that the candidates are able
to apply as soon as they see the jobs, which can be made possible by recruitment
apps.

4. Robust Mobile App
Every company has a different strategy when deploying a mobile app and
must decide whether to create a native app (i.e. an application that is resident on
your device), a hybrid app that is an interface to mobile enabled web pages, or a
mobile enabled web site that can be reached through a browser. Each type of app
has its pros and cons, but regardless of the approach you should look to deliver a
robust and engaging experience for the user or job candidate. If job seekers find
your app difficult to use, you will have difficulty in getting candidates to apply for
open job positions.

5. Quick Job Application Process
Continuing with your mobile app, it is paramount to have a quick and easy
application process and one with no data entry with only a few steps in the
workflow. If a job seeker feels your application process is too time consuming and
arduous, they will drop off and not finish the application. This is about creating an
engaging and enjoyable user experience. If you are going to spend resources to
create a mobile application process you want to have a high level of conversion or
candidates that have completed the job application.

6. Appropriate Screening Tools
Given the large volume of applications received per job post and the need
to screen out unqualified applicants, you will want to use screening tools.
Companies that use screening tools will be able to manage the large volume of
applicants more efficiently and evaluate the qualified applicants more rigorously.
Utilizing high quality, reliable skills assessments is by far the most accurate way to
screen candidates and determine if a candidate has the requisite skills and
experience for the job.

7. Video Interview Use
Video interviews are useful tools for evaluating candidates and can
sometimes replace steps in the hiring process such as a phone interview. However,
understanding how to deploy this feature is important because it will determine
the quality of the data or video file recorded by the applicant. If using an
asynchronous video capture feature, it is better to have the candidate react to a
question or scenario as opposed to the candidate giving a personal statement. The
reason is simple, even though their response is recorded, you want the candidate
to answer extemporaneously and not with rehearsed responses, to understand
how well the candidate communicates.

8. Optimal Recruiting Process
Many companies have a well-defined recruiting process but do not evaluate
it to determine if it is the most optimal. It is important to continuously evaluate
your process because if you have unnecessary steps, you are not only spending
more time and money, but are probably losing valuable candidates along the way.
Every organization should evaluate their recruiting process because they might be
able to streamline their processes with a robust mobile recruitment strategy. For
example, deploying a short skills assessment during the application process may
eliminate the need to test the job candidate later, and utilizing a video interview
may eliminate the need and travel time of having an interview in person. An
optimal recruiting process is one that has a high conversion rate and efficiently
allows you to fill positions quickly.

9. Use of Candidate Data
Last, but not least is data analytics, which usually is a forgotten feature of
recruiting, and hardly used in the recruiting process. There have been several
studies that have proven that when you use data to make decisions you have a
higher probability of making the “right” decision. It is no different when making a
hiring decision. Ensure that the mobile recruitment solution you are using can
capture useful data on the applicant, such as assessment results. Using data will
allow you to discern the differences between applicants and have more confidence
in your decisions in selecting one candidate over another.

10. Mobile recruitment is here to stay and the best way to navigate this new
landscape is to leverage technologies and employ a native mobile application. The
key is to develop a mobile centric recruiting process that incorporates an easy to
complete job application, engaging candidate screening assessments, a video
interview module to learn about the candidate, and robust reporting to allow quick
hiring decisions. All of which must be neatly packaged in an engaging user
experience that presents your company’s image in the best possible light. This is
not easily done so make sure that you work with partners that can deliver.
---------------O---------------
http://talentlens.com