Mobile job search and candidate experience go hand in hand. But some employers are slow to recognize this. Take Facebook for example. Many Human Resources and recruiting professionals still think of Facebook as just personal. But job seekers report Facebook is their top social network.
With the recent news that Facebook has begun allowing Google to crawl and index it’s mobile app, we know that the world’s largest social network is increasingly serious about their mobile traffic. In fact, mobile advertising revenue now makes up 76% of Facebook’s total ad revenue.
Smart employers understand where their job candidate traffic is generated. Facebook ads are increasingly the most cost effective and targeted way to reach job candidates. It stands to reason that if job seekers are using Facebook and most of the ads are clicked on mobile devices, employers should have a mobile optimized place for these candidates to land when they see our job ads.
We have been discussing mobile technology in recruitment circles for years. But the idea is beginning to be seen as a best practice as job seekers turn to their smart devices for job searching.
This week NPR interviewed me for a story on mobile recruiting.
You can read the full story here: http://www.npr.org/2015/12/08/458889853/mobile-recruiting-is-the-new-way-to-reach-job-seekers
Job seekers are mobile. An employer’s career site and job openings should be too.
Here are my suggestions for employers in need of a mobile solution for their recruiting efforts:
1) Your website’s careers page should be mobile optimized – a poor experience trying to find information about jobs and the organization via mobile could hurt your brand.
2) The job search process should be easy and fast from a mobile device. – Bounce rates from careers sites are generally high, a slow or difficult process can only make that worse.
3) The application process should be simple. A mobile device is not the place for a candidate to fill our pages of information to apply for a job. If your process is tedious, consider allowing the candidate to start the process on mobile an finish through a link you email them. (Also consider simplifying your overall process)
4) Make sure your job description landing pages look good on a mobile device. Or considering creating custom campaign pages to direct job seekers to from ads on places like Facebook.
5) Measure what works. Ensure you set up the proper analytics with custom links to know how candidates are reaching your jobs.
The time has come to consider mobile as an integral part of your recruiting efforts.