Mobile Recruiting: Is Mobile Recruitment the HR Secret 2022?

by Sarah Reyes

What is Mobile Recruiting? Mobile recruiting makes use of employment techniques that utilize mobile technology to attract top talents and candidates. These mobile technologies are email, text, and applications, to name a few.  Let’s discuss this and more in this article.

Why adapt mobile recruiting as a hiring strategy? 

Since people are now using their phones more than ever, it is only intelligent for recruiting teams to adopt the system, especially as more companies are looking to transition to a hybrid workplace permanently. 

To reach younger top talent

The main thing about Generation Z as an applicant is that they are very technology savvy, so tapping into mobile recruiting methods online is only the most obvious choice for a business or a company to tap on talents in that age group.

In terms of the mobile drafting process, a study by Yello Recruiting Study found that email and text messaging with employers are their generation’s favorite ways to connect with them regarding their application. 

Appealing to younger and more vibrant talent will require a company or a business to employ a multi-channel communication approach. 


To utilize social media

Once an office or a company starts on their path to employing remote recruiting methods, they can now tap the potential to find top talents not just on employment search sites or the company’s website but also on various social media sites as well. The trends in recruiting in the past ten years point to this phenomenon. 

In 2011, less than 56% of companies utilized various social media networks, which boomed to 84% in just five years. Inability to hire via social media can lose a company the talent they could have hired, seeing as 79% of all job seekers or candidates more or less start their search by scouring posts on social media sites. 

To boost candidate experience

Up to four generations of employees are now part of the workforce, and the workplace is only getting younger as days pass. To improve employee experience and candidate experience, offices and companies need to start tapping into the many potentials of mobile recruiting. 

One of the tenets of candidate experience is recruitment strategies. As we continue to grapple into a post-Covid-19 world, giving the option of remote application and mobile recruiting to a potential candidate is still the way to go. Top talent and candidates start their job application process using their Smartphones. 

Simply optimizing your job listing for mobile viewing can make a lot of difference in candidate experience. A shorter application processing is also possible with mobile recruiting. Streamline and make your listing short and straight to the point, plus the requirement attainable. 

To process for video interviews

As companies continue their shift to a hybrid or a total work from home setup, it will just be organic to shift their job securing methods to mobile recruiting and employing as well from the job posting to the interviews and the onboarding. There are a lot of benefits to moving to mobile headhunting and saving the company time and money is only one of them. 

Utilizing mobile recruiting methods, especially in the interview process, can eliminate a candidate’s no-show during the interview. Video interviews are also a way to personalize the whole process, which can affect the overall candidate experience. 

To process via smartphone

The smartphone houses the world in a tiny device from all social media sites to emails, but none still defeats the good old mobile text message for any inquiries or enterprises. The Pew Research Center points to text messaging still being the choice of communication for both developing and developed countries. 

Although other messaging applications are available online, like WhatsApp or Messenger, 94% of smartphone users still use text messaging most of the time.

Employers need to take note of this since not every candidate has access to the internet 24/7. Implementing recruitment through mobile method to embrace text messaging to get in touch with the candidate from assessment to interviews will improve the whole employing process. 

Benefits of hiring with the mobile recruiting process


Mobile Recruitment Encourages Accessibility

We are not hiring in a post-Covid 19 world anytime soon. To encourage and keep the recruiting wheel moving to maintain the company or the business, they need to adopt mobile recruiting methods to promote job recruiting accessibility.

Having outdated recruiting methods could pass in a pre-Covid world, but companies needed to adapt to the changing times to keep their employees and their companies safe from the clutch of the virus, work required to shift and adjust overnight. 

A company with mobile recruiting at its core is attractive, especially to Gen Z and millennial talents. Mobile recruiting shows that the business is up to date with the technology and gives convenience to the potential candidate, which is essential to their experience with the company. 

Mobile Recruitment Saves Time

Mobile hiring and mobile employment do not only benefit the applicant, but also the business and company are benefitted just as much. With mobile recruiting, firms and companies are able to improve their response time which affects the candidate experience by a mile. 

Many job applicants are applying to multiple jobs at a time, and if the company’s response time in accommodating them is longer than the next one, chances are they could miss out on that perfect candidate for the job. If the employers or recruiters are doing mobile recruiting right, everything is quicker and will save time for both parties involved. 

Mobile Recruitment Advocates Candidate Engagement

Mobile recruitment methods and mobile hiring can improve candidate engagement in all realms of the recruitment process for the job applicant and the hiring entity. The candidate engagement needs improvement, especially remotely, and mobile recruiting just might be the solution. 

With remote hiring comes the ability to respond faster to every job application. Utilizing the technology of automatic software response can easily update the candidate on the status of their application. This will be a vast improvement, seeing as many candidates are deterred from continuing their application when time has passed, and no response has been given to their application. 

Gone are the days when it would take weeks for potential talent to wait for a face-to-face interview schedule that is sometimes set on a date assembled by the hiring party themselves. The process has been made more straightforward because of the number of options that can be utilized in the communication format to interview— from Zoom to GoogleMeet to a phone call. There is also a negotiation regarding the interview schedule agreed upon by both parties. 

With mobile recruiting, it is possible to improve the experience by tailoring each process for each talent. For example, making communication available on all fronts, from Zoom to phone conversation, and what is available for them, will let you not miss out on a candidate with lesser means of communication. 

Another great thing about mobile recruiting is that it takes the nerve out of job interviews where the candidate does not know what to expect from the talk. By providing the job applicant adequate information about the interview process, the stress can lessen, and a recruiter can assess them at their best. 

Feedback is another realm of candidate experience that mobile recruiting can improve on. Most candidates will appreciate a reason or any points of improvement from a recruiter rather than a mere job rejection email. Giving feedback will also not deter another application from the same job applicant in the future. 


Mobile Recruitment Helps the Recruiting Team

Aside from being beneficial to the job candidate, remote recruiting will have a positive effect on the recruiters as well. Suppose a company has a mobile app available for download on a smartphone, and there is a section for job postings in the application. In that case, this app will be more than helpful, especially if there are more than a few persons in charge of recruiting. 

Going mobile will also close the gap between the recruitment team and the job candidate, especially if candidate experience needs boosting. One can easily track a potential hire’s progress at the same time the job applicant can also check their progression in real-time. From scheduling remote interviews to applicant communication to providing feedback, all can be managed remotely, giving flexibility and consistency to the team.  

In addition, market research has pointed to the fact that text messages received via SMS are sure to be read within three minutes by almost 90% of phone users. This is an opportunity the team should not pass up with their quest for recruitment via mobile.

Another thing about shifting to more mobile forms of hiring is that this could allow recruiters to get into analyzing different platforms’ analytics. Using data analytics could greatly help in improving their operations. Together with ethical artificial intelligence, data analytics will give the recruiters access to a treasure trove of data and information to help them with their recruiting strategies. 

What Is an Effective Mobile Recruiting Process?

The first thing a recruiting team should do is look at things the way applicants send in their applications would do. Take a Smartphone, access your job post or the company or business’ website and assess things through the eyes of an applicant. 

Is the job post easy to navigate on the website? Is the applicant able to send in an application with just the use of their Smartphone? Is your website optimized for a simplified view for mobile phones? 

Once all the problems are recognized, it is now easy to develop a solution to address them from there. Always remember that catering an effective mobile recruitment strategy should always be mobile-friendly. 

Another effective strategy is comparing notes with other competitors. This strategy will show the company or business where they are behind in terms of mobile hiring versus other hiring companies. This indicates that recruitment via mobile should be up to time to be effective. 

Almost everyone in the world is within access to a phone, one way or another, and developing techniques to reach out to customers and work applicants via mobile phones will benefit the recruitment process and the company or the business as a whole. This shows that effective remote drafting is a two-way process with dual benefits for each actor. 

Some companies are resistant to change, thinking that this mobile strategy only targets an audience in a specific age group, but that should not be the case. A significant demographic of mobile users belong to the older generation over 40 years old.

Making an assumption about this audience will alienate them, but companies can also lose business by not employing this effective mobile hiring solution. 

Take this statistic for an example. Between the years 2014 and 2020, smartphone users at the age bracket of 45 to 54 years old rose to 40%, and that number increased even more to 85% for people 54 years old and over. This shows that effective mobile hiring is both risk-taking and inclusive. 

Integration Application Tracking System or ALS can keep your hiring working 24 hours a day, seven days a week— without a break. The best aspect about this, aside from the app generating strategy-useful data, you, as the recruiter, get access to a live tracking system of in-app work applications whether you are working or out of the clock. This shows that in order to be effective, hiring electronically should embrace technology to work for their benefit. 

Use HireNest to streamline the application process and offer a smooth candidate experience.

Last but not least, consider all available options: from apps to mobile-friendly websites to social media job posts and even messaging because practical remote application and hiring are multi-faceted.


Mobile Recruiting Solution: Tips to Success

Now that you have a view on why remote recruiting might be the solution to a hiring dilemma, companies or firms are now ready to consider the option but first, here are a few pointers to take the initiative to the next level: 

  • Research your audience and potential candidates of all age groups, not just the technology-savvy Millennials and Gen Zers. 
  • Utilize all communication lines to post works, including social media, employment search engines, the company’s website, and many more. 
  • Optimize postings and websites to be viewed on a variety of electronic devices. 
  • Use automated email and text messaging technologies to communicate with and update the many job applicants for a better experience. 
  • Design the app procedure to become a one-click process that any candidate can do easily. 
  • Continually develop by keeping track of upcoming mobile recruiting trends and utilizing ethically sourced data to come up with a strategic solution to a future problem. 

Final Thoughts

In just a short span of a couple of years, hiring has seen a drastic change in its processes. As people are supported to stay at home, recruiters grapple with the challenge of maintaining the workforce, and this is where mobile recruiting comes in. There are many benefits to employing this method in their hiring practices, and a moving crew is only one of them. 

Once they have employed the mechanism of this practice comes sustaining, developing, and maintaining it by embracing this technology that will run and continue to embrace new solutions for long periods. 


What is Mobile recruiting?

Mobile recruiting entails a business ensuring their recruitment practices are remote friendly. It recognizes that candidates are technology literate, so it is essential to use mobile technologies.

What is social media recruiting?

Social media recruitment recognizes that many of the talents that companies and businesses are looking to hire, in a way, utilize social media in their searching for work. 

What types of media will be used for recruiting?

Other than social media, companies can entice top applicants in many ways. This includes using the company’s website, social media, blog posts, video technologies, and other content.

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