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Traditional vs Mobile First Recruitment: All You Need to Know

Communicating with millennial job seekers via text

One of the most challenging tasks on a company’s agenda is recruitment. The pressure to hire the best candidates, and in turn, set up the company for success just gets the best of employers when there is tough competition in the market.

Some companies still rely on traditional recruitment methods mainly because they are simple and familiar. However, we’re now living in a technological era where traditional hiring and recruitment techniques aren’t effective and just not enough for acquiring top talent. A more modern and updated approach to hiring is the need of the hour for making efficient recruitment decisions in the long run. The key is to combine the power of human input with technology to take your hiring game to the next level.

This is where mobile-first recruitment comes in!

But first, let’s discuss why employers need to think beyond traditional recruitment methods.

The Real Talk: Why Traditional Recruitment Methods are Ineffective

The following are just a few reasons how traditional recruitment methods can push your company in the background.

1. Time Restraints

Traditional recruitment methods require employers to conduct as well as follow through with the talent acquisition, sourcing, and hiring process for each potential job role. While this approach does have its own benefits, it may slow down the recruitment process and limit the company’s chances for growth and innovation. A 100% dependency on manpower also brings the issue of subjectivity in hiring. Research suggests that in some cases, the hiring process may be unconsciously biased. Besides, the hiring team may find it challenging to manually review each job application as well as manage recruitment strategies.

Now, we don’t mean to imply that you should quit using traditional recruitment strategies but the best course of action in the overly competitive world of today is to combine the power of these methods with modern techniques.

2. Lack of Diversity

Traditional recruitment methods depend on human decision making, which is always personal and often unconsciously biased. As an employer, your decision can be influenced by many factors that aren’t even related to the job you’re recruiting for. Consequently, you end up creating a workforce that lacks diversity. When there are no differences in working styles, opinions, and perspectives of the employees, the company fails to progress and productivity goes down over time.

Workforce diversity and inclusion are two of the most important issues for 69% of executives. Companies need to think beyond traditional recruitment methods and should be willing to bring diversity to the workplace. A study reveals that if all countries match the rate of improvement of the fastest-growing country in the region, they could add up to $12 trillion or 11% of their annual GDP by simply bringing gender diversification.

3. High Cost

One of the reasons why companies find the recruitment process challenging and unpleasant is that it can be quite costly, especially if they are hiring for multiple positions. The small expenses incurred during sourcing, screening, and hiring the right candidates can add up to overspending issues.

Depending on the volume of job applications you receive for a position, you may have to hire extra professionals to make sure there is enough labor to handle the workload of reviewing and filtering the applications.

Research tells that an average U.S. company takes approximately 52 days to fill a vacant position and spends up to $4000 to hire a new employee. And it gets even more expensive if you’re looking to replace an employee. A direct replacement costs about 50-60% of an employee’s annual salary.

4. No Focus on Social Media

Social media is dominating the modern, digital world – and it’s not a focus of traditional recruitment methods. Before its invention, people relied on paper-based job postings and word of mouth techniques for job advertising and candidate sourcing. Much of this can be achieved with social media today with an opportunity to target a much wider audience base. Research tells that about 79% of job seekers use social media channels for job search. Moreover, 52% of applicants go through the company’s website and their social media profiles to learn more about prospective employers.

The Ultimate Solution: Mobile-First Recruitment

According to Google, companies need to go mobile-first!

You may be surprised to hear that people in the U.S. own an average of four digital devices. People are using smartphones not just for communication purposes but almost all of their regular life tasks – and job search is no exception. A whopping 86% of applicants use their mobile phones for job search.

Considering these statistics, it’s ironic that companies are still relying on traditional recruitment methods, which disregard the importance of digital devices in the hiring process. As a result, job applications remain a time-consuming and often frustrating process for mobile job seekers. 60% of applicants give up in the middle of filling out an application form because they find the process either lengthy or too complex. The fallout for employers isn’t just the loss of potential employees but also poor word of mouth from disappointed candidates and higher costs due to wasted advertising budget and abandonment of cost-per-click hiring models.

Traditional recruitment methods make the job application process lengthy and frustrating instead of weeding out uninterested and non-deserving candidates. The best candidates know that their time is important and they have several doors of opportunities to knock on in the market.

Hence, implementing mobile-first strategies in your company’s recruitment plan is one of the most crucial and effective decisions you can make. This approach allows recruiters to post jobs on the go and job seekers to search and apply for vacancies at the tap of a screen.

The Why

The number of job applications being received by a company is increasing but conversion rates don’t seem to be growing. Over the years, applications coming through smartphones have been on a rise. However, the conversion rates aren’t bringing any good news because companies have failed to realize the importance of mobile-first recruitment strategies. This means that having a mobile-friendly website only isn’t the answer; it should be mobile-first.

It is not uncommon for job seekers to face challenges and complain about the inefficiency of mobile-friendly web design, which explains why the conversion rates aren’t improving. You can enjoy ten times better conversion rates with a mobile-first design as compared to a mobile-friendly design.

Mobile-First Recruitment: The Right Approach and its Benefits

Employers should focus on mobile job boards by utilizing efficient techniques for gathering applicants’ information. It’s time to think beyond resumes, as the ‘upload resume’ feature doesn’t work well with mobile phones. Employers need to make the application and interview process simpler and quicker as well as leverage the power of social media channels to learn more about potential employees.

Again, the key is to think ‘mobile-first’. Employers need to ensure that their application page is simple, comprehensible, and easy to access. Candidates should be able to fill the form within five minutes using their mobile phones. The best way to go about this is by eliminating irrelevant steps and unnecessary questions that can be covered later in the hiring process.

The Rise of Mobile Apps

Furthermore, modern-day job seekers expect maximum convenience with mobile apps. With so many opportunities in the market, they want to complete the job application process as quickly as possible. Mobile job boards allow them to search and apply for jobs that match their skills and preferences at times that suit them best. Besides, a mobile career app is one of the easiest ways to reach millennials who are always on their phones. Therefore, employers should make sure that their applicant tracking software offers mobile integration so that they never miss out on the right candidate.

The Power of Social Media

Apart from this, mobile-first recruitment allows you to use the power of social media. This inexpensive approach connects you with a vast pool of potential employees within the shortest timeframe. More and more job seekers are now joining different professional communities on social media platforms, including LinkedIn, Twitter, and Facebook where they can submit their resumes and relevant details in the hope of landing the perfect job.

The Convenience of Text Messaging

The best thing about using mobile-first strategies is that its benefits aren’t limited to advertising. During the discovery and hiring phase, you can use text messages to stay in touch with potential candidates and speed up the hiring process. On average, a person takes 90 seconds to respond to a text message and 90 minutes to reply to an email. With quick responses and maximum engagement, it offers a win-win situation for employers and candidates.

For employers who want to make the most of their recruitment drives, setting up a mobile-first strategy is the key. A sole focus on traditional recruitment methods only holds you back. With mobile-first recruitment methods, let’s get ahead of the digital curve in the competitive market!

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