If you haven’t noticed, newspapers are shrinking in size. Fewer people, especially the younger demographic of 18- to 40-year-olds, read them and this especially applies to when they’re searching for jobs. Employers who continue to use only the older methods of recruitment – classified ads and job boards – may not attract the most coveted applicants due to them not seeing the posting, or worse, feeling that the company looking to fill the position is old-fashioned and not technologically up to date.
According to an article on the website of Society For Human Resource Management titled, “The Most Sought-After Talent Prefer Mobile Recruitment,” almost 70% of applicants labeled as “high-potentials” were attracted more to companies with mobile recruiting options versus just over 50% of other applicants. Another comparison of high-potentials shows that about 75% use mobile devices when searching for jobs while only 40% of other potential employees do.
Because most people tend to do everything on their tablets or smartphones, it makes sense that searching for a job would just be another addition to that list. The article bears that out, noting that convenience is one of the primary reasons that high-potentials do this. Besides convenience, another benefit noted is that information can be obtained quickly via mobile device and high-potentials can respond faster to job postings.
The article states that everyone, at some point, will use a mobile device when job hunting, but those who are high-potentials take it to the next level. Everything from researching companies, receiving job alerts, filling out job applications, and even taking assessments was more likely to be done by a high-potential candidate on a mobile device. Furthermore, high-potentials were nearly two times as likely to prefer text messages and communication through social media (e.g., LinkedIn).
So, what’s the message to employers? If you want to attract top talent, then you must utilize mobile recruiting. Employers can build such a program by integrating all their job search functions, such as listings, applications, assessment tests, etc. on a mobile platform. They also need to make it simple and streamlined. As the article states, you don’t want a candidate who’s a high-potential to skip through your job recruiting process due to frustration.
Originally published at United Benefit Advisors