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Jul 21, 201502:01 PMThe Bottom Line

with contributors from Associated Bank

#GotTalent: Leveraging mobile recruiting strategies

(page 1 of 2)

As unemployment ratings improve and the hiring pendulum begins to swing back to pre-recession hiring demands, employers of all sizes are having to rethink their recruiting and hiring strategies. This is compounded by the changing workplace demographics as Baby Boomers plan for retirement and Millennials enter the workforce. As a result, employers are searching for effective strategies to recruit, engage, and retain their organization’s most valuable resource — employees.

Employer strategies should involve:

  • Being proactive;
  • Delivering a strong corporate brand;
  • Utilizing technology efficiently;
  • Building and leveraging the right relationships; and
  • Knowing how to manage your candidate pool (from engaging and screening to closing your candidates).

Candidate-driven market

The biannual employment landscape survey issued by one of the largest global search firms, MRINetwork recruiters, reveals that in 2015 employers will need to review their recruitment and retention strategies from the top down to remain attractive to employees, contract workers, and candidates. In fact, the survey found 83% of recruiters surveyed acknowledged it is once again a “candidate-driven market.”

Candidates now hold the power in today’s recruiting market as opposed to the less powerful positions they held during the recent job recession. This means as employment demographics change, it will once again become increasingly difficult for employers to fill open positions with top talent. This is especially true for open positions in the executive, managerial, and professional sectors. Candidates are the buyers and employers are once again sellers. 

Mobile recruiting strategies

In addition to recognizing it is a candidate driven market, employers must embrace the fact that the world of recruiting has changed significantly in the last three to five years. Candidates are savvy buyers. They know their worth and now more than ever expect to be sold on a position. This often means selling your open position in a forum where your candidates are spending a great deal of their spare time — on their mobile devices. 

Professionals says they've used a mobile device to:

Source: LinkedIn Talent Blog

According to a recent LinkedIn survey, 90% of candidates start their job search using a mobile device, such as a smartphone or tablet.

 

 

 

With this change, job postings must not only be compelling, but they must also be presented in a way that enables the mobile candidate to review company information, job descriptions, and key attributes about the environment and benefits in less than two clicks.

(Continued)

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