We know that there are many ways to find future candidates today, not only through digital platforms but through social networks. Even so, more and more recruitment models appear and this is where mobile comes into play.
The recruitment 3.0 or mobile recruitment is the search for new candidates through mobile devices. An evolution of the search for talent 2.0, which allows establishing a first contact between company and potential candidate. Users can follow the latest offers available at all times from the company's application.
In many cases, companies lose potential candidates because their website is not optimized for mobile use.
More and more users are using mobile phones to search for job offers that suit their needs, so companies must first question whether it will really be necessary to make an investment in an application and then develop a page specifically for it. recruitment.
How to start a Mobile Recruitment plan?
Now that we are clear that we want to search for our future candidates in a faster and more accessible way, we have to follow a series of points about our application.
- Create a Career Site on your website. It is the page where all job offers are placed and to which candidates usually go to see requirements and apply for the vacancy. Responsive design to retain users' attention. Many pages are not yet adapted, so it is convenient to have a responsive version to attract the attention of a new audience and retain the target. Simple. Containing the necessary information that the candidate may need: active job offers, company values, employee testimonials and work team that make up the company. Optimization of the application for search engines. Job offers will appear in any search engine as long as they are optimized. Whether it is for web or mobile, this will be the easiest way to reach a greater number of users.
What should be the components of the offer?
First of all the candidate has to feel called by the offer, so it has to be composed of an attractive title and description to call the action. Subsequently, the candidate has to fill in all the information about his professional profile. At this point, problems related to sending CVs usually appear, however it is better to create a standard application sheet that allows you to contact the candidate later. Finally, we have to get in touch with those candidates who fit the profile as soon as possible, to generate greater interest on the part of the candidate towards our company.
For all this we have to be clear that betting on Recruitment 3.0 is to adapt to a new world, where millennials are already beginning to enter the market, and where the accessibility that we offer will have a positive impact on finding the best talent.
This is followed by Belén Claver, from IEBS, gives the webinar Mobile Recruitment: Looking for Generation Y, an interesting resource to continue delving into the subject of staff recruitment linked to mobile devices.
