by Jennifer Riggins
Published on 14 May 2014
Matt Alder, the so-called British Recruiting Futurologist, says that recruitment is missing the mobile mark. Mobile is not just another channel to touch base with, but that continually growing access to mobile recruitment should create a paradigm shift that affects and will eventually improve the whole human resources industry and, really, the world.
Think about it this way, more people are connecting to the Internet by smartphone or tablet than any other way; laptops and PCs are soon to fall the way of the 8-track and the Flowbee. Of course, CareerBuilder says that only 20 percent of Fortune 500 companies are mobilizing their recruitment, so we have a long way to go.
Today, we are going to give you the low-down of the modernly mobile side of HR and how you can mobilize your recruitment strategy.
I've trained so many recruiters, particularly from Michael Page and Hays recruitment firms. If recruitment is anything, it's really sales - you're selling the hiring manager on your ability to recruit from in-house or externally, and you're selling the right candidates on their perfect fit with that same business and manager. That's why it doesn't make sense that your recruiting efforts chain you to a desk. And there's no need to be.
There is a slew of recruitment software that keeps you on the road, visiting clients and future clients. We like Crelate Talent because it's a responsive recruiting tool that allows you to manage your processes from anywhere, including the sales rep's best friend for running campaigns and closing deals: your iPad. Like any good customer relationship management app, it lets you organize everything in the recruiting process, including those copious notes you keep for you and your colleagues and then filter for your client.
There are whole HR companies, like Catenon, enabling recruitment from anywhere in the world for jobs anywhere in the world with recruiters recording face-to-face interviews in their offices. Others like JobandTalent allow its junior-level candidates to record intros, answering the ubiquitous "Tell us about yourself" starter question right from their homes. And then there is good-old Skype, which allows a live, if not slightly awkward, interaction that can then be taped for future use.
For recruiters, these video alternatives are good to whittle down the list, acting as a replacement for phone or first-round face-to-face interviews. And for your client, they can invest less work into revising your candidates. This is grand if you think the first impression is the most important one, but with different candidates reacting differently to stilted, recorded interaction, these impressions may be invalid.
No matter if you like it or not, it's certainly a cost-effective way to screen candidates in the first recruitment rounds, and one that can be done from your iPhone.
Let's be serious, candidates can say whatever they want on their resumes or C.V.s. That's why there's something very appealing about the LinkedIn login of both the Workable recruitment software and the TribeHR Workplace Management & HR tool. It's LinkedIn and Indeed.com logins offer a sense of validation of your candidates. It publicly proves their work history and job titles and details, while it also provides you with a wealth of personal recommendations and simple topic-based endorsements.
Then, once you've hired a great staff, you could use FinancialForce HCM (Human Capital Management) software to extend that social vibe to the workplace, where you encourage your employees to participate in social feedback , to increase coworker interaction and input.
Plus with more than 300 million LinkedIn users, that's a sweet pool of candidates!
Now I fully disagree with the trend for businesses to require access to a candidate's Facebook before hiring, as I see it as an egregious infringement on a person's assumed privacy (while folks should always remember that whatever you put on Facebook is Zuckerberg's property and thus nothing is ever private.) However, wherever your candidates are posting in public-their public blog, Twitter, LinkedIn, Glassdoor, even Instagram-is fair game.
Workable is also great because it easily allows you to post on job sites and social media, while you can post to hiring managers. Then it pulls together together your candidates' resumes, cover letters, notes, feedback, and interviews, while automatically discovering and adding social media presence, building an easy-to-read broader view of each candidate.
Plus, not only are you able to get more influence on social media, you also get more conversion. TribeHR found that while only one out of every 11 visitors to its site applies for a job, one out of every seven visitors to its social media went ahead and applied. Again, perhaps contradictory to logic, there is some sort of trust that if something is on social media, it must be legit. You may find that in using social media to recruit, you make have a deeper pool of applicants.
As TribeHR put it, "It has never been easier to find and recruit the best people."
Like with any cloud-based tool, it's all about the integrations and workflow. Most importantly, it's essential that recruitment tools look to create a smoother interface among recruiters, hiring managers and candidates. Once this happens, the term mobile recruitment will continue to fade as it takes its rightful place as simply recruitment. Most of GetApp's HR and recruitment clients-like FinancialForce HCM and TribeHR-already integrate with the number-one CRM-slash-sales-tool Saleforce, along with many other CRMs, sales and HR tools.
When looking at the crystal ball of mobile recruitment, I also see a future filled with touch-screen psychometric tests, apps that allow for point-by-point comparisons among candidates as part of a trend toward better reporting, and so much more. The prospects seem limitless, so you might as well stop hemming and hawing and just get on board.
So are you taking advantage of mobile recruitment? How do you mobilize your talent search efforts? What do you dream of next? Comment below!