How Mobile Recruiting Software Boosts Your TA Strategy
- Targeting foot traffic is an inexpensive way to source candidates by converting engaged customers into applicants.
- Use text recruiting software to engage, screen, and schedule interviews with candidates who don’t typically sit behind a desktop computer while at work.
- Mobile-first applications help bring in more candidates by reducing the severe drop-off of candidates who start applications on their phones but never finish.
- Mobile recruiting software protects your investment in candidates by keeping them engaged between the time they’re hired and their first day on the job.
Recruiting has advanced past the days of desktop computers. Mobile phones now play an increasing role in all aspects of recruiting, including sourcing, applications, screening, and onboarding.
Here are four ways to elevate your TA strategy with mobile recruiting software:
1. Recruit from your customer base with text-to-apply campaigns.
Hard Rock uses text-to-apply campaigns to source candidates. Their mobile recruiting strategy works like this: during their stay, a potential job seeker runs across a poster or some other physical advertisement for a job. Job seekers then text a code word – in Hard Rock's case it’s ICONIC – to 97211.
Job seekers are then guided through a quick and straightforward application process, and just like that, they’re in your system and under consideration. An automated recruiting assistant handles this part, providing 24/7 coverage. Job seekers can interact with your brand day and night, weekday or weekend – all without ever sitting down to apply at a desktop.
This mobile recruiting strategy capitalizes on the good feelings of the customer experience. It says to candidates, “Hey, if you’re having a fun time, imagine working here.”
You can read more about how Hard Rock uses mobile recruiting software to source candidates.
2. Use texting to be found by candidates who don’t sit behind a desk
Allan Myer’s mobile recruiting software helped them grow their talent pools by 10x. Like many employers, the civil construction firm’s typical candidate doesn’t sit behind a desk. Instead, they’re out on the job site. Mobile recruiting software gives their recruiters an edge; they’re able to engage, screen, and schedule interviews with candidates through text messages.
Candidates who aren’t ready to apply are added to Allan Myer’s talent pipeline, which they’ve grown by 15x since implementing their mobile recruiting strategy.
Read the rest of Allan Myer’s recruitment success story.
3. Make it easy to apply with a mobile-first application.
Mobile job seekers complete 53% fewer applications and take 80% longer to complete applications than their peers on desktop computers. Despite this, well over half of job seekers in many industries – retail, healthcare, and manufacturing to name a few – search for jobs on their mobile devices.
In other words, most candidates find you on mobile, but wait to apply until they’re at a desktop. This creates a huge drop-off risk. Picture this: a candidate finds you while scrolling through their phone during their morning commute. They click through to the application, but it’s clear right away it’ll take too long. They make a mental note to apply that evening. One thing leads to another and the opportunity passes.
It’s vital that your mobile recruiting software keeps up with the realities of everyday life. Your application process should be quick and easy to complete on a mobile device.But don’t just do it – tell people about it. Job seekers will only know how easy or difficult your mobile recruiting software is in retrospect. Simply telling candidates up front that your hiring process is mobile-friendly can increase the number of applications you get by 11.6%.
4. Keep new hires engaged.
A good mobile recruiting strategy doesn’t just attract candidates, it protects your investment in them. Employers spend an average of $680 a day per vacant role. Losing them before their first day of work isn’t just a lost opportunity; it impacts your bottom line.
While it’s common practice in the U.S. and U.K. to give two weeks’ notice before leaving a job, this custom varies by industry and geography. In much of Europe, the custom is longer, and in some places, 1–2 months is required by law. Keeping candidates engaged through that period of transition can be a challenge.
The modern phenomenon of “ghosting” an employer is a particularly high risk for amusement park operator Cedar Fair, as the company typically hires seasonal workers months in advance of a park’s opening. Cedar Fair’s recruiters tackle this risk by monitoring who is and isn’t responding to emails. Recruiters then follow-up via text with new hires they’re worried won’t show up for their first day of work in an effort to reengage them.
Discover more about how Cedar Fair keeps new hires engaged before their first day.
Learn more about how mobile recruiting software can benefit your business with the iCIMS Advanced Communication Suite.