When using mobile in your recruiting, do make sure to include texting, chat, and an ATS to make the process run smoothly.
Every business imaginable has gone mobile, from retailers to nonprofits to media companies. Recruiters have also joined the mobile trend in the effort to bring top talent to their organizations and corporations. But there’s a right way and a wrong way to recruit with mobile. To avoid some common mistakes and reap the benefits, here are some tips:
Experience your careers website as a job seeker
Sure, you’ve created your recruitment landing page and the job applications it generates come straight to you. But have you ever opened your landing page and tried to use it yourself?
Put yourself in the position of a job seeker. If you were visiting a career site for the first time, what would matter to you?
- A site that loads quickly. It’s not too far off to draw a comparison to ecommerce and online shopping. Have you ever landed on a retailer’s page with the sole intent of purchasing something quickly, only to be met with a slow-loading mobile page? It’s incredibly frustrating. If it takes too long, it will cause you to abandon your search. Just like with online shopping, candidates will go elsewhere if your careers site is outdated and doesn’t open quickly and easily.
- A site that’s geared toward mobile. Mobile sites aren’t meant to be a carbon copy of your desktop website. There’s a reason mobile sites are more streamlined than what you’d encounter on a desktop. . If your mobile forms are long and complicated, if they don’t have drop-down menus, it’s a good indication that your careers site is not optimized for mobile.
It’s only through the experience of looking at your careers site through the eyes of a jobseeker that you will be able to notice what’s working and what needs to be fixed.
Text messaging is a great tool to use in the recruiting process (as long as you use it correctly!) and it certainly has its advantages:
- It’s discreet. Many job seekers are currently employed, and receiving a phone call while they’re at work or having an email from a rival company pop up on their desktop screen isn’t a best case scenario. This is even more true for passive talent, who are looking for low-impact ways to test out the waters with different companies without making a commitment.
- It helps you increase your database. Little known fact: your ATS (applicant tracking system) or CRM database is most likely out-of-date. Asking candidates to opt-in to your text recruiting program, either on campuses or at online hiring events, is a great way to increase your mobile recruiting outreach.
- It’s effective. Even if a candidate isn’t available at the moment, text conversations allow you to build a relationship with them through text. Texts have a nearly 100% open rate so you can be pretty sure that your messages will be read. Consider sending invitations to in-person or online chat events at your company, or send along noteworthy articles written about your company as a way to generate interest and form a professional bond.
You can even take texting one step further and Invite potential recruits to an online chat event, such as the ones Brazen facilitates. This can offer a secure, private conversation. You can learn about possible hires via resumes submitted, take notes while you chat, rate recruits to remember what you liked, share information with your referring team, and discuss potential hires after. Like a cocktail party, you can find out what you need about participants via chat, then gracefully exit the conversation when you’re done.
Use a mobile applicant tracking system (ATS)
Yarden Tadmor, CEO of job-matching app Switch says: “The mobile job-seeking experience must evolve from the current job-board paradigm, with its outdated search functionality, run-on job descriptions and different application forms for each job, to one that’s simple, convenient and optimized for mobile. Millennial workers have shown they want a different application experience, one that brings jobs to them, quickly and easily.”
Provide relevant content about your company
By offering potential talent information about your company’s values, mission and work culture, you not only draw in compatible candidates, but you also weed out candidates who wouldn’t be a good match for your workplace culture. Interesting fact: less than 40% of companies provide this type of content on their mobile sites, so going the extra mile to provide this content will go a long way in making your company stand out.
Waste your time reviewing all applications
Some mobile recruiting apps are so easy to use and efficient that they can overwhelm the very HR personnel and recruiters they were meant to help. If you find yourself swamped with applications, don’t worry. You don’t have to go through every single one of them. Use your keyword filter (like “NICU Nurse” instead of just “Nurse”) to find the specific candidates that are likely to be the best matches.
Send cold messages via text
We all know how it feels to receive a strange text message – almost like someone’s invaded our privacy! Texting is still considered a more intimate form of communication than email or phone calls. Rather than attracting candidates, you can end up alienating them. You don’t want your outreach methods to inadvertently turn off your best candidates.
Court millennials with slang
As mentioned above, many recruiters have heard the harrowing tale of Microsoft’s failed attempt to connect to younger candidates by using language they thought they would like and falling flat on their faces. It was so bad that they issued a public apology.
Everyone wants to be in with the millennial generation and have them lining up at the doors asking for work. But talking to them “on their level” isn’t the way to do it, especially if you don’t even know how to do it. Companies that are traditional should avoid ramping up the language to attract young talent because they won’t be able to follow through with it once the candidate is through the door.
This will leave applicants with a false impression of the company culture and will result in poor matches. Recruiters would do better by being themselves and talking in the language that reflects the organization they’re recruiting for.
If your company is transforming its workplace culture, and part of that involved initiatives that appeal to a younger demographic, make sure your employment branding is wrapped into that discussion too.
The key to successful mobile recruiting is adopting an ATS, giving your app a test drive, filtering received applications with keywords, making good use of texting, and getting the content right. Think about setting up an easy chat event with potential hires to get a feel for how they might fit with your company culture. And don’t forget to use real language! Happy recruiting!
Alexa Lemzy is the customer service specialist and blog editor at TextMagic. In her writing she usually covers mobile related topics like mobile recruiting, omnichannel customer service and text messaging. Follow her on Twitter.