Although increasingly difficult, keeping up with the latest trends in technology, society and culture is integral to attracting the best candidates to your business. Taking candidates constantly adapting desires and expectations into account is what gives businesses an edge in recruitment.
Thankfully, by reading about the many benefits mobile-centered recruitment strategies provide, you are already taking the first step towards tackling the growing challenge of talent acquisition.
Expand your hiring channels
A mobile-centered strategy is the best way to tap into the labor market of the most recent generation. Most of these candidates spend their time using smartphones to access social media platforms, so an effective strategy undoubtedly includes an optimized social media presence.
Improve results and increase qualified candidates
An effective mobile strategy will speed up the hiring process while reducing costs by providing a larger pool of better qualified and more informed candidates.
An effective recruitment strategy works by increasing accessibility to valuable job information, making it easier for candidates to apply, and increasing enjoyment by providing quick answers to inquiries via a streamlined application process.
Video meetings or remote interviews can help candidates and employers clarify their expectations and qualifications to each other prior to commitments, enhancing transparency. This streamlining also allows instant notifications about the hiring process to be delivered to all candidates.
Essentially, a well-built mobile-centered recruitment strategy enhances coordination and communication between all participants in the hiring process, resulting in increased candidate/employee satisfaction, as well as better hires in general.
Steps on building a mobile-centered strategy
Although there is no cut-and-dry way to build a mobile-centered recruitment strategy, the following three principles act as cornerstones to an effective mobile recruitment model. Redefining your approach begins by analyzing your industry’s market and the practices used by your competitors.
Conduct market research
The tightening supply and surging demand of IT professionals has made the adaptation of recruitment strategies a necessity to acquiring talent. Without evolving effective strategies, these roles could soon become impossible to fill.
Start off by identifying your competition’s primary hiring channels or platforms. Determine whether or not your current channels of recruitment are providing you with similar results, and adjust your strategy accordingly. Perform a thorough assessment of your current approach and tactics, and decide which ones need to be optimized.
Construct a fresh hiring strategy
The insights obtained through your analysis of the market and your competitors should position you nicely to develop a new strategy. Use this insight to establish a clear framework that attracts more qualified applicants.
Refine your hiring approach by using the following tips:
-Use of tools: Make good use of collaborative and automated hiring tools to ensure you are informed of every email, interview, and application received in order to maintain productivity.
-Know and clarify your needs: Clarify your job postings and keep them honest, transparent, and engaging by listing essential traits and skills separate from preferred traits. Writing more inclusive job ads will result in more – and potentially better qualified – candidates.
-Build your brand: Finally, ensure your brand is growing recognition and reputation in the mobile-space by enhancing the candidate and employee experiences and staying active on hiring channels.
Keep these cornerstones in mind when building your strategy to ensure your company’s agenda is clear and that your brand is mindfully presented.
Monitor feedback
As we already established, an effective mobile-centered strategy is built over time, and evolves through the analysis of recruitment data. Establishing a baseline benchmark is important when assessing the efficacy of your new strategy. For example, setting a desired objective – like 25% more applicants – gives you a baseline for which to compare the success of your strategies.
As time goes on, more specific benchmarks can be established, like obtaining a specific employer rating on a particular recruitment platform.
In reality, there are endless ways to track and compare the results of your recruitment strategy, many of which you will discover independently.
Conclusion
Various guides to mobile-centered recruitment strategies are available online and aim to guide readers through the initial steps of development.
In summary, make sure to keep the three primary elements in mind: research, adaptation, and analysis. Evaluate the competition and the relevant market; identify strengths and weaknesses. Take action to form your own strategy – then constantly review the results, adapting when necessary.
