How to Use Mobile-Friendly Applications & Social Media in Recruiting Strategy

Key Points on Mobile Applications and Social Media in Recruiting:

  • Mobile-friendly websites and social media trends can be valuable tools in your recruiting strategy.
  • Even though 58% of applicants search for jobs on their cell phones, many applications aren’t optimized for mobile devices, which makes the process complex and time-consuming. A mobile-friendly site will make applying easier and help you stand out from your competitors.
  • You can also use social media platforms and targeted ads to reach talented candidates. Popular methods include LinkedIn messaging and Facebook ads, but some organizations use more unconventional platforms like Snapchat and Amazon’s Alexa.

With the United States’ unemployment rate at 3.5%, the lowest it’s been since 1969, the competition for top talent is fiercer than ever. At the same time, technology is changing the way applicants and recruiters alike approach the employment process. Applicants now search and apply for jobs directly through mobile apps and websites, while recruiters use targeted ads, LinkedIn, and other social media platforms to attract talent. In a pool with limited candidates and numerous competitors, it’s essential for your organization to set itself apart, and your current recruiting strategies might not be enough.

Making your job application mobile-friendly and leveraging social media campaigns can help you stay on top of the current tech trends and reach the widest pool of applicants. Read on to find out why these trends matter and how you can turn them into valuable new employees. 

Why Mobile-Friendly Applications Matter

In today’s tech-savvy world, everyone is on their phone, and mobile devices allow users to do more than browse the web and send text messages. In fact, a recent Glassdoor report showed that 58% of applicants search for jobs on their mobile devices, meaning that job seekers can apply for positions anywhere: in the office and on the bus, out to eat and at the movies.

Despite the increasing number of people applying via cell phone, not all websites are optimized for a mobile experience, which can lead to an unnecessarily complicated application process. However, organizations with mobile-friendly processes receive up to 11.6% more completed applications than organizations with websites that aren’t optimized. 

The main takeaway is clear: if you optimize your application for mobile users, you’ll set yourself apart from the competition and make it easier for talented candidates to come your way. 

Keep these tips in mind when making your application mobile-friendly:

  • Shorter Is Better
    Job seekers who apply on their phones are often on the go. They don’t have time for an application that takes two hours. The longer the process, the greater the number of candidates who will abandon the application and never enter your pool. To counter this, include a time estimate for how long the application will take so that users can plan accordingly. Alternately, show a status or progress bar so that applicants have a visual representation of how much they’ve completed and how much they have left.
  • Save, Save, Save
    If candidates do find themselves pressed for time while completing an application on their phone, include a way for them to save their progress. This way, they can come back to their application later, without losing any of the information they already filled in.
  • Ditch the Documents
    Because it’s easy for job seekers to apply anywhere, they might not have the required documents (like resumes, cover letters, and portfolios) with them on their phones. Instead of requiring users to upload these files, consider letting applicants paste links to their LinkedIn profiles and other professional sites. In most cases, these profiles already have the necessary documents on them and candidates won’t have to spend time finding and uploading the appropriate files. If you want to know more about a candidate after they submit their application, you can always contact them for additional materials.

Of course, you should never sacrifice quality for quantity when it comes to applications, but there’s nothing wrong with streamlining the process for mobile users. Once you’ve done this, you could receive more applications than you have time to review. If this is the case, consider an Applicant Tracking System (ATS) that will help you sort through resumes and pull out the most qualified candidates.

Using Social Media to Revolutionize Recruiting

LinkedIn, Facebook, Snapchat, Twitter, Instagram…the list of social media platforms continues to grow. With billions of users sharing their stories and connecting at any given moment, social media is huge, and 84% of organizations already use it to recruit. These strategies can vary widely, but if you’re looking for something more engaging, social media could be one solution.

  • Leverage LinkedIn Messaging & Search
    Part social media, part professional networking site, LinkedIn allows you to actively search for and reach out to candidates with profiles that match open positions at your organization. By using the InMail feature (LinkedIn’s version of direct messaging or email), you can send messages directly to candidates and start conversations about why your organization could be a good match for their skills. Keep in mind that you’ll have to purchase one of the Premium LinkedIn plans to send InMail to candidates you aren’t already connected with. To minimize spam, you’ll also have a limit to how many InMail messages you can send per month (although you can purchase more). While LinkedIn offers a plan specifically for recruiters, their Premium Business plan is the most cost-effective option for small to mid-sized businesses, and you can try it free for 30 days. Despite the added cost, upgrading your account may be worth it, as candidates are 3 times more likely to open InMail than traditional emails.If you don’t want to buy a Premium account, you can use LinkedIn’s search to find potential candidates for free. Type in keywords, companies, and job titles to pull up individuals with matching criteria in their profiles. This is a great way to find leads, and you can bypass the Premium InMail feature by contacting these candidates via the email address or phone number listed in their profile.
  • Get Creative with Social Media
    LinkedIn aside, organizations have gotten more creative when it comes to using social media for recruiting. The fast food chain McDonald’s has been particularly innovative, launching several campaigns across platforms. In March, they launched a one-day event called “Snapplications” that allowed users to apply for jobs directly through the Snapchat app. They’ve also partnered with Amazon’s Alexa and Google Home so that candidates can apply for jobs through their virtual assistants.While exciting, these major campaigns often aren’t feasible for smaller organizations. In their place, you can use targeted ads on social media to drive candidates your way. Facebook ads are one of the more popular options, as they’re cost-effective and allow you to place targeted ads and job postings on the Facebook website and app. You can control who sees your ad by targeting people who match the geographic location, age, experience level, and interests that you define. Of course, it’s important to target your ideal candidates appropriately. 90% of Snapchat users are between 13 and 24 years old, which makes it an ideal platform for McDonald’s to recruit young workers looking for part-time jobs. If you’re targeting an older demographic or more experienced candidates, the platform you choose should vary accordingly. For instance, 84% of online users aged 30-49 use Facebook, making that platform a more attractive option for organizations targeting more seasoned applicants.  

Technology is constantly advancing, and so is its role in recruiting. If you want to attract top talent, ensure your website is mobile-friendly and try placing a social media ad or using LinkedIn to actively reach out to candidates. 

Stay tuned for our next post in this series, where we’ll discuss the value of face-to-face interaction in the digital age of recruiting. In the meantime, streamline your recruiting process with SentricHR’s applicant tracking system. Easily source and sort applicant resumes to find the best fit and keep candidates in the loop by updating their status along the way. Schedule a demo today to learn more.

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