Here’s Why 2015 is the Year of Mobile Recruiting

January 19th, 2015 Comments off
2015 is the year of mobile recruiting, and here's why

Remember 2010? Yeah, it was a tough year for talent advisors. I wasn’t hiring anyone, either.

Mobile recruiting could have been huge in 2010, but most of us didn’t need to hire employees, so it became an expense we couldn’t afford. The economy in 2015 is entirely different, though, and mobile recruiting just jumped to the top of your talent acquisition “budget priority list.”

Let me show you why you need to start caring about mobile recruiting:

  • 86 percent of active candidates use their smartphone to begin a job search.*
  • 70 percent of active candidates want to apply via mobile.*
  • 55 percent want to upload a ‘resume’ to your career site.*
    (*stats via Kelton Research)


Meanwhile, in that nice cushy corner office, you are living in an alternative universe. You haven’t put serious money into mobile recruiting probably since you last built your career site.

  • 13 percent of you believe you’ve invested enough in mobile-friendly recruiting.
  • 80 percent of you are wrong and don’t have mobile optimized career sites.
  • 82 percent of you don’t have your job posts mobilized.


We are in a period in our history where people are obsessed with their mobile devices. A recent Deloitte survey revealed that 90 percent of people check their mobile device within one hour of waking up, 50 percent of people check their phones 25 times per day and 10 percent of us do it 100+ times per day.

Candidates Need A Mobile-Friendly Experience

Delivering an exceptional mobile experience for candidates doesn’t have to be difficult, technical or expensive, but it will require you to get uncomfortable with a few things you currently believe you must do. Some of this has to do with mobile; most of it has to do with you changing behaviors that have been ingrained through a 10-year recession.

Here’s what you should be doing right now:


  1. Get your career site optimized. Pull up your job site right now. Does it look like a ‘junior’ version of your desktop site? Well, then, it’s not mobilized. It should be easy to navigate like the other mobile apps you love using. Pinterest has different versions for people who use a desktop computer and others who use a smartphone or tablet device. So should your career site.


  1. One click. Maybe two. How many licks does it take to get to the center of the Tootsie Pop? (Remember that commercial? No? I’m old.) How many clicks does it take someone to apply for a job in your company? For every click you add, you lose two candidates. It should only take one click for someone to apply to your jobs. How many does it take someone in your environment right now? Why? No, really, why!? All you need is a name and one piece of contact information to recruit someone.


  1. Get comfortable accepting profiles instead of resumes. Talent advisors get stuck believing we have to have a resume to begin recruiting someone. We don’t. Resumes are great, but I don’t need it to get started. Many organizations are now having candidates apply using a social networking profile alone. Would you do that? You better think about it.


  1. Measure you career site web traffic better. Do you know how many applicants came to via mobile versus desktop? You should! You will be surprised at the “before” and “after” once you get your website and jobs mobile-optimized. You are currently missing out on outstanding (and maybe younger) candidates via mobile.


  1. Deliver what candidates want. Do you list your benefits on your website? The dollar value of those benefits? Why not? Potential applicants, especially passive candidates, are looking for your total rewards package. Tell them. How hard is it to find your job openings? I know of one Fortune 500 site that makes someone click through four times to find their employment opportunities, which is a crime. There should be a big fat red box that screams “JOBS HERE” on the home page. Too many companies make it way too difficult for candidates to find what they want.


Mobile usage is growing exponentially. Your potential candidates want to apply to your jobs via mobile. Make it as easy as possible to capture this potential candidate pool. Go out right now and apply for your jobs via mobile, if you can, and see what this experience is like.

Mobile used to be the future. It’s no longer the future. Catch up.

Like what Tim Sackett has to say about mobile and other technology trends and HR? Don’t miss his webinar on Jan. 22 at 12 Noon Central, “Recruiting Silver Bullets for 2015.” Register now — and find out more about it here.

MOOCs and Mobile Technology: What You Need to Know

January 5th, 2015 Comments off
MOOCs and Mobile Technology: What You Need to Know

The upcoming spring semester will be the last official semester for many of my undergraduate HR students. Some will look back on their education, reflect on their accomplishments, and think, triumphantly, “I’ll never have to pick up a book again.”

For this group of students, entry into the workplace will prove a rude awakening.

I also have other graduating students who are excited to embrace further learning opportunities. They look forward to learning, growing and advancing in their future jobs. Bosses and colleagues will welcome these students and applaud their attitudes.

Today’s talent advisor understands that continuous learning is the cornerstone of an innovative organization. E-learning initiatives, such as Massive Online Open Courses, or MOOCs, will be crucial in driving recruiting and retention of employees.

MOOCs and Retention

One of the first questions I ask my graduating students is, “What specific items are important to you in choosing an employer?”

Potential for personal growth and professional development is usually one of the first things they mention. Young employees are more likely to submit an application to an organization if they know the knowledge gained and applied to the job is of value. Further, young employees are more likely than older ones to participate in mobile, or MOOC-based, training. In fact, LMS software firm SoftwareAdvice conducted a study that noted: 

  • More than 50 percent of respondents ages 18-34 said access to MOOCs would positively affect their decision to submit an application.
  • About 75 percent of respondents ages 18-24 would participate in a company-sponsored MOOC.
  • More than 50 percent of respondents ages 18-34 said access to MOOCs would affect their decision to stay in the business.


Younger employees don’t want their education to stop once they leave school, and they are loyal to organizations that demonstrate a commitment to their learning. Turnover is less likely to occur by emphasizing continuous education and demonstrating commitment to the employee.

MOOCs and Mobile Technology

The use of mobile technology as a method of delivering necessary information is right up the alley of students looking to grow in a job. When a break occurs during a two-hour class period, most students do not go out to use the restroom, get something to eat or smoke. Instead, at least 75 percent of students regularly reach for their smartphones or tablets first (if they weren’t stealthily checking them out already).

Mobile integration into an e-learning strategy can also help with time-management and project-management initiatives within most companies. Nobody has the time to attend an 8-hour training session that contains only a small portion of what employees truly need. Similarly, employers do not want to budget for training that has only a small return on investment. By delivering content to a mobile device that is often within arm’s reach of the student at all times, students are more likely to check the new information quickly.

Many MOOCs also have a significant social collaboration component that encourages interaction amongst students and employees. The result is that learners will want to remain with an organization that provides training efficiently and in a manner that works with the number of people who want to learn.

The Role of the Talent Advisor

A talent advisor should take a proactive, strategic role in the organization’s talent management needs. She can fulfill this role by recognizing the changes in sources of learning that are taking place. Focusing on continuous learning and adapting content delivery that meets how employees learn will better enable the talent advisor to hire the right person — one who will stick with the organization.

Throughout the month of January, the Talent Advisor Portal will feature HR leaders who will help you win the war for talent by interpreting technology trends, breaking stereotypes and rethinking your approach to technology. Check out our first post of the month, “Win the War for Talent With Technology.”

65% Will Rarely Return to Job After Failing to Apply On Mobile

December 8th, 2014 Comments off
65% will rarely return to a job after failing to apply via mobile

As we’ve mentioned before, if you ask a candidate and an employer what the ideal application looks like, whether jobs should be mobile-optimized, or many other questions about the candidate experience overall, you’re likely to get very different responses. While this may seem OK on the surface, this difference in opinion and awareness is actually very detrimental for employers. Today’s employers need to clearly understand what candidates want and where they’re coming from in the application process in order to successfully attract them to their open positions.

Find out more about how you can optimize your mobile application process in CareerBuilder’s new e-book: “How Candidate Experience is Transforming HR Technology.”

The great divide

When we asked employers if they believe they’re losing out on talented applicants because they don’t have a mobile process, only 10 percent said “yes,” while a whopping 90 percent said “no.” That’s very different than what job seekers said when asked how often they’d return to a job on their desktop after trying to apply via mobile:

  • Always (5%).
  • Sometimes (29%).
  • Rarely (65%).

What this means for you

The fact is, you must make it easy for candidates to apply to your jobs from their device of choice — whether that be a desktop computer or their mobile phone. Most candidates will not revisit your application process after abandoning it on a mobile device, so make sure candidates can apply, regardless of the device they may be using to do so.

Start making steps to improve the mobile experience for candidates: Check out these 3 steps to kickstart your mobile recruitment strategy.

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4 Steps to Kickstart Your Mobile Recruitment Strategy

August 22nd, 2014 Comments off
Ready, Set, Go: 3 Steps to Kickstart Your Mobile Recruitment Strategy

Sometimes the hardest part of running a race is getting started. Similarly, taking the first step across the starting line on a big project — like kickstarting your mobile recruitment strategy — can be intimidating. Luckily, you’re not alone in this journey.

Why you need to say: Ready. Set. GO!

If you’re saying, “Mobile recruitment is cool and power more to those who do it, but why should I care about it?” maybe you haven’t let some of these facts sink in.

Did you know that a whopping 70 percent of candidates have searched for a job on a mobile site? TWEET THIS

Three-fourths of them (74 percent) are significantly more likely to complete a transaction on a mobile optimized site, according to CareerBuilder’s 2013 Candidate Behavior Study.

On the other hand, 65 percent of workers who search for jobs via mobile devices will leave a web site if it is not mobile-optimized. Even worse, 40 percent walk away with a more negative opinion of the company. TWEET THIS

 As technology continues to dominate the way candidates search and engage, they are demanding more from the experience. Once they make the decision to apply, they expect to be able to act immediately — be it on a PC or a tablet or smartphone.

Convinced yet?

Once you understand and commit to mobile recruitment, just follow these three steps to get your program off the ground in no time.

Ready, Set, Go: 3 Steps to Kickstart Your Mobile Recruitment Strategy

1. Optimize your career site.

Responsive Design. Look around — the world around us is rapidly changing, and that includes the way job candidates are engaging with organizations. As technology and devices continue to evolve at a rapid pace, don’t expect things to be status quo.

For instance, don’t expect there to be one standard website size anymore. Think of how you can tell your story authentically in screens of various sizes from which potential candidates can access your career site. You’ll need to consider how your web page will be displayed on a desktop, laptop, smartphone or tablet, and whether it warrants portrait and landscape view.

Candidates are increasingly drawn to content they can see at a glance and that they can easily navigate while on the move. With that in mind, CareerBuilder designs for “mobile first.” That means designing for mobile devices before designing for the Web. Clever, huh?

So if you want to increase candidate engagement at every level, you will need mobile responsive design to create a positive candidate experience.

Responsive design means building websites where the pages adjust to provide an optimal experience based on the size of your browser.

If you decide to go this route, the good news is that you won’t have to develop a separate mobile site. That means more money in your pocket, since you won’t have to budget for additional Web development costs. And in addition to looking modern and on-trend, it will save you the hassle when content needs to be updated, since it dynamically updates on all devices.

Plus, it’s beneficial in terms of SEO. Did you know that you automatically disqualify yourself from 20 percent of searches if you’re not fully mobile optimized, even if you have a top-notch SEO strategy? That’s also according to CareerBuilder’s 2013 Candidate Behavior Study. While this is important for all businesses, it’s particularly crucial for small businesses.

2. Optimize your jobs.

How do you do that? Here are a few points to keep in mind:

  • Allow candidates to filter jobs by function and department easily.
  • Make sure the search functionality works on mobile.
  • Keep your job descriptions short and to-the-point.


We’ve put together the anatomy of a powerful job posting, so use these tips to get it right the first time, every time.

3. Optimize your email. 

Can you guess the most common way that professionals interact with career opportunities? The inbox! That means you need to pay close attention to how your emails look on mobile, and determine if it needs a refresh. To get you started, here are five must-haves for emails on mobile:

  • Invest in responsive email templates.
  • Keep your sentences and paragraphs short. Consider breaking up text where necessary.
  • Go easy on images. The best emails on mobile are clean and simple.
  • Make sure the main message of your subject line is within the first 15 characters. For most folks who will read your email on a mobile device, that may be all they see.
  • Increase the size of links and your call-to-action, or CTA, button. It must be clear to your readers what their next step should be.


4. Revamp your apply process.

One of the most important, yet sometimes overlooked, things you can do is to acknowledge a candidate’s application and get back to them in a timely manner. This is actually one of the top complaints candidates cite.

You should also try to make your apply process as simple and easy as possible. Eliminate extra steps on the application process, including questionnaires, screeners and situational stories. This may require you to get rid of questions that a candidate would never fill on a mobile device. If that seems daunting, do a full review of what’s truly essential to consider an application complete. Remember: Shorter is always better.

Another good point to keep in mind is that while some potential candidates may find your company via a mobile device, they may prefer to fill out an application at a later time when they have access to a laptop or desktop. If you allow these individuals to email themselves a reminder or a link to apply for the job, you increase the chances of having them follow through.
You can also allow candidates the option to apply via Dropbox or email their resumes to your HR department.

At CareerBuilder, we’re committed to delivering high-quality career sites powered by our software services. All of our sites are built with responsive design to provide job seekers with the best possible experience on ALL devices. Are you ready to get started? Call your CareerBuilder account manager to learn more about getting a mobile career site set up today.

Mobile Awareness: Are You Missing Opportunities to Connect with Candidates?

July 13th, 2014 Comments off


Shocked Blonde Woman on Cell Phone Isolated on a White Background.What’s the one thing that has changed the hiring process more than any other factor? Technology. Hand-held technology, to be more specific. The increasing use of mobile devices, such as smartphones and tablet computers, has changed not only the way job seekers search and apply for jobs, but how they interact with companies and their expectations during the job search and hiring process. As a result, and in effort to stay competitive, many companies have begun to change the way they recruit, aligning their efforts with mobile technology trends.

Of course, creating a mobile recruitment strategy is not something that one goes into lightly. In fact, it can be time-consuming, labor-intensive and overwhelming. The good news is, you can scale your mobile recruitment efforts to your unique needs. To help you decide if – and to what degree – a mobile recruiting strategy is necessary for your talent needs, ask yourself the following questions.

Are you missing opportunities to connect with candidates?

Are you aware of how much of your career site traffic generates from mobile devices? The answer may surprise you: A recent Glassdoor survey found that 9 in 10 job seekers search for jobs via mobile devices. Google research shows that over half of smartphone users (61 percent) are likely to leave a site right away that doesn’t offer a user-friendly mobile experience, and nearly 80 percent will move to another mobile site. The findings indicate that companies whose career sites aren’t mobile-optimized are missing a huge opportunity to connect with potential candidates.

When was the last time you checked your career site metrics?

Consult with your tech team or resident web expert to see what percentage of your careers site traffic comes from mobile. This information can help you weigh the benefits of investing a mobile-optimized career site (or perhaps the risks of not investing in one). In other words, how many candidates are you potentially losing by not optimizing your career site for mobile users?

When was the last time you checked your career site from a mobile device?

Do it. Do it now. Put yourself in a candidate’s shoes to see what they experience when they come to your site. Pay attention to how easy the site is to navigate, search for jobs and find important company information. Consider other factors, such as how easy it is to save jobs (for later consideration) on the site, share jobs via email or social media or sign up for job alerts.

When was the last time you checked a competitor’s career site from a mobile device?

Do it. Do it now. How does the job search experience on their mobile career site compare to the one on yours? Comparing yourself to your peers will give you a sense of whether you are a laggard or can be an innovator in the space. No company wants to be outperformed by its competitor when it comes to attracting talent. The ability to show what your competitors are doing better than you could be one of your most effective arguments to get buy-in from the C-Suite.

Mobile Recruitment: It’s Not a Trend

While you may not need a mobile strategy right this minute, keep in mind that may change in the (very near) future. As more and more job seekers rely on their smartphones and tablets to search for jobs, companies need to adapt their strategies to accommodate this behavior.

Before you take any steps toward creating a mobile-optimized career site, however, make sure your actual career site content is up to date, engaging and informative. After all, a boring, outdated or uninformative website that’s mobile-optimized is still boring, outdated and uninformative. Focus on having a great website first. Optimize it for mobile traffic next.

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Mobile Recruitment: Why Responsive Design is a MUST For Your Career Site

June 24th, 2014 Comments off

Mobile recruitment: Why responsive design is the way to go.It’s OK if you’re not keeping up with today’s trendiest hairstyles or the latest celebrity gym trends. But when it comes to keeping your career site competitive, you can’t afford not to sit up and pay attention.

Everybody who’s not living under a rock knows that integrating mobile recruitment into your overall recruitment strategy is an absolute must. Why? Consider that more than half of Internet usage in the U.S. today comes from mobile devices, and that number is only projected to increase. TWEET THIS

This has brought about a real need for career sites — yes, including yours — to be better across ALL platforms. When we studied job seeker behavior, we found that the vast majority (83 percent) use a company’s career site as their primary research tool and destination to take action. TWEET THIS

So regardless of the device job seekers are using, they should be able to take action on your career site.

What’s the best approach for your career site?

Drumroll, please … the answer is responsive design.

Responsive design means building websites where the pages adjust to provide an optimal experience based on the size of your browser.

What’s the difference between a mobile site and responsive design? A mobile site is separate from your main site and users are redirected to it when they visit your site on a mobile device. A responsive site, however, is a one that “responds” to the browser size and adjusts the content accordingly.

So why is responsive design a must for your career site? In a nutshell, you only need to have one platform.

  • If you have a mobile dedicated site and a desktop career site, that’s two platforms that you need to monitor, update and manage. If you use responsive design, you have only one platform for all devices, which (by our math) is quite a bit easier to maintain.
  • Google prefers responsive design for SEO best practices because it’s just one site to index — not to mention, it represents a more engaging experience for the user.
  • Responsive design has come a long way and is capable of doing just about anything a dedicated mobile site could do.
  • If you have a dedicated mobile site and a desktop site, your site will not be optimized for tablet use. Responsive design, on the other hand, covers all three because it’s configured based on browser size. In plain English, that just means that as technology continues to evolve and the screen sizes of mobile devices change, you won’t need to worry about your career site not adapting.

Now that you know the ABCs, it’s time to take action…

Email Patrick Moye to find out more about CareerBuilder’s mobile solutions today.

At CareerBuilder, we’re committed to delivering high-quality career sites powered by our software services. All of our sites are built with responsive design to provide job seekers with the best possible experience on ALL devices.

What’s an M(Dot)? Decoding the Language of Mobile Recruitment

May 13th, 2014 Comments off

2012/04/19 LischeFewer and less. Impact and affect. Puff Daddy and P. Diddy. These are all terms many people commonly – but incorrectly – use in place of one another. (For example, P. Diddy = Sean Combs, 2001 to 2014; Puff Daddy = Sean Combs, always and forever. Important distinction.)

When it comes to terms that relate to mobile recruitment, the lines tend to be even blurrier (thanks in part to rapidly growing technology, which makes it hard to keep up). Consider the following mobile terms, which seem as if they can be used interchangeably (and sometimes are), but in reality have very different meanings:

  • Mobile Apply
  • Mobile Optimized
  • Mobile Website
  • Responsive Website
  • M (dot)

While it may not seem urgent to understand the differences between these mobile terms, it will matter once you start thinking about your mobile recruitment strategy, and what your particular organization’s needs are. To get you started, here’s a little cheat sheet:

Mobile Optimized Site:

Also known as a mobile friendly site, a mobile optimized site typically refers to a website that was designed primarily for desktop computer users, but will also function correctly on a mobile device. (It essentially looks like a scaled-down version of a website). Visitors should be able to see your site, view pictures, videos and generally get to the information they need.

Mobile Website:

A mobile website is a completely website specifically designed for usage on a small mobile device. If you navigate to a website on your phone that also has a companion mobile website, it often automatically redirects to that website. The mobile website typically displays large, easy-to-read buttons and features that are clearly designed for a smaller size screen.

Responsive Website:

A responsive website – also known as adaptive or responsive design – is a website that “responds” to the size of the viewing device. These websites are designed to detect the screen size you are using and display the content in an easy-to-read layout. Responsive design not only satisfies the screen sizes of any device out there right now, it will also satisfy the requirements of devices that are yet to come. Given these features, a responsive approach is optimal for longevity on the web.


An m(dot) site is a website specifically built for mobile and given an “m.” domain (as opposed to one that begins with “www.”). The user interface and sizing is different from viewing a desktop website on a mobile device. An m(dot) site is built and designed specifically for mobile and is built for touch, uses more images and videos than text and includes features like GPS locator. Though it has its benefits, however, an m(dot) site isn’t necessary if a website is already responsive, according to Christina Bottis, director of product marketing at CareerBuilder. “So long as a company has a responsive site, they’re still providing a more optimal experience than they are by directing candidates to a desktop experience on a mobile device,” Bottis says.

Mobile Apply:

Mobile apply is a mobile recruiting solution that makes it easy for candidates to both browse job openings and complete applications from their mobile devices. It features the ability to pre-populate application information and allows candidates to choose from multiple options for uploading their resumes (such as submitting a resume via email). The result is a higher conversion rate for mobile applications and a dramatically improved experience for your applicants.

What’s Right for You?

Knowing the difference between these approaches to mobile is just the first step to creating a mobile recruitment strategy that works for your organization. Though a responsive site is ideal for most companies’ talent acquisition needs, a good third party vendor will work with you to create the mobile experience that’s right for your needs and goals (and budget). CareerBuilder, for instance, offers various solutions that focus on improving the candidate experience – no matter what platform they are using – from a desktop computers to smart phones to tablets.

Want to learn more? Visit cbmobiletalent.com to learn more about creating a mobile recruitment strategy that’s right for your organization.

A Mobile Perspective: Why Having a Mobile Recruiting Strategy Matters

May 6th, 2014 Comments off

mobile recruitmentWhy create a mobile recruiting strategy? For the same reason you created a social media recruitment strategy – or started posting jobs online as opposed to the newspaper, in your storefront window or even the local coffee shop message board: It’s simply the way the world is moving.

According to 2013 Glassdoor survey, 68 percent of job seekers search for jobs from their mobile devices at least once a week. Here at CareerBuilder, 41 percent of our traffic comes from mobile devices, and a recent CareerBuilder survey found that, of the 20 percent of companies who have mobile-friendly career sites, one in five applications come through mobile devices. The findings indicate that companies with mobile-friendly sites have a competitive advantage over companies without them.

But having a mobile recruiting strategy – that is, making it easier for candidates to search for jobs and apply via their mobile devices – isn’t just about keeping up with the Joneses. A mobile recruiting strategy gives your company three distinct advantages: It increases applications, reduces candidate drop-off rates and strengthens your company’s brand.

Consider how much you rely on your smartphone or tablet to work, get news, do research or simply connect with people via email or social media. Job candidates are similar in their behavior, relying on their mobile devices throughout their job search. According to the above-mentioned Glassdoor survey, 54 percent of workers use their mobile devices to read company reviews from employees, and 52 percent research salary information.

Given their reliance on mobile devices, job candidates today not only expect to be able to search and apply for jobs online – they’re less tolerant of companies that make it harder for them to do so. According to CareerBuilder’s 2013 Candidate Behavior Study, 65 percent of workers who search for jobs via mobile devices will leave a website if it isn’t mobile-friendly, and – possibly worse – 40 percent walk away with a more negative opinion of the company.

Above all, creating a good mobile experience is part of creating a good candidate experience, and creating a good candidate experience isn’t just good for your recruitment strategy – it’s good for your company’s bottom line.

As my colleague discussed in her recent post about mobile recruiting, a mobile device refers to any Web-capable device that can be used on the go (such as a smartphone or tablet). Therefore, when you make your website easily accessible from a mobile device, you’re making it easy for candidates to connect with you at any time, from anywhere.

It’s also worth repeating that there are three different approaches to a mobile strategy: a mobile-friendly website, a mobile site and a responsive website (which promises the most longevity and is therefore the most recommended for your mobile recruiting strategy).

Want to learn more? Download CareerBuilder’s new report: Upward Mobility: The Opportunities and Advantages of Mobile Recruitment.

Or visit cbmobiletalent.com to learn how CareerBuilder’s comprehensive mobile solution can help you attract the best talent to your organization.


Categories: industry news Tags:

Mobile Recruiting: What Does Mobile REALLY Mean?

April 24th, 2014 Comments off

Mobile recruitment: What does mobile really mean?OH NO! That woman at the bus stop just checked her smartphone and was about to hit “apply” when … the bus arrived, she closed out the browser window in frustration, hopped on the bus and forgot all about that job posting she was interested in that morning.

Chances are if the website she was on had been responsive, she likely would’ve completed the transaction from her bus seat on the fly. That woman may have been your dream candidate, and this is an example of missed opportunities your company may experience on a daily basis if you haven’t considered a mobile recruitment strategy.

72 percent of smartphone owners want mobile friendly sites. TWEET THIS

79 percent indicated that if they land on a website that is not mobile friendly, they will find another mobile friendly site to do the job. TWEET THIS

The world has gone mobile — that’s not breaking news since virtually everyone these days has their nose buried in their smartphone. But what you DO want to think about is how this affects your ability to attract stellar candidates by building a robust mobile recruitment strategy.

What does mobile REALLY mean?

The term “mobile” may conjure up the image of a smartphone, but in reality it’s a bit broader than that. Mobile can encompass smartphones, tablets and any Web-capable device that can be used on the go.

You may also be interested to read these 4 myths about mobile recruitment as well as the real story behind today’s biggest recruitment myths.

What are the types of mobile websites? 

There are three ways you can approach a mobile strategy — and NO, mobile-friendly Web design is totally different from responsive Web design. So pay attention:

  • A Mobile-Friendly Website. This is a website designed for desktop users but that can be viewed on various mobile devices with a little pinching and scrolling. The experience that a user will get will not be optimal, given that this is a basic, bare-bones mobile experience. Nonetheless, they will be able to check out your site, view pictures, videos and get basic information on their mobile devices.
  • A Mobile Website. Unlike a mobile-friendly website, a mobile website is a separate website that is specifically designed so people can use it on a small mobile device. What typically happens is that if a user visits a website from a mobile device that also has a companion mobile website, they will be redirected to the mobile website.
    (How would they know? You can tell if you’re on a mobile website if you notice m.website.com URLs; large, easy-to-read buttons; and notice other features that you can tell were designed specifically to be viewed on a smaller size screen.)
  • A Responsive Website. This type of website is also known as adaptive or responsive design because it’s created in such a way as to respond to the size of the viewer’s device, meaning it will be able to tell the size of the screen and proceed to modify and display content accordingly. If you thought that was pretty clever, get this: Not only can this approach detect and modify based on existing devices’ screen sizes, but it can also do so for devices that are yet to be built.

What should I get?

Just in case one of the aforementioned options didn’t stand out to you, we’ll reiterate that what we would recommend for your site is a responsive design because we see it as the key to longevity on the Web.

Tell us in the comments below or tweet at @CBforEmployers: Do you already have a mobile strategy in place? How do you think mobile can enhance your overall recruiting strategy?

1 in 2 Candidates Spend 3+ Hours A Week on Mobile Job Search

March 10th, 2014 Comments off

talent statisticsAt least half of job seekers with mobile devices spend three or more hours searching for jobs on their devices each week, according to CareerBuilder’s Candidate Behavior study.

If you want to break it down by device, nearly half (49 percent) of candidates use their smartphones and nearly 3 in 5 (59 percent) do so via their tablets.

The 2013 Candidate Behavior Study, a survey of 5,518 job seekers and 2,775 hiring managers nationwide, highlights the disconnect between what candidates expect during the job search process and what employers deliver.

What does this mean for you?

Unless you’ve been living under a rock, you’ve probably heard the term “mobile recruiting” a LOT lately. It’s not a buzzword or a fleeting phase; it’s here to stay. Like it or not (and some people don’t), people can’t live without their mobile devices. It’s the first thing the vast majority of young people check before even getting out of bed every morning.

And that extends to the recruitment realm as well.

Mobile job search is growing at a rapid pace. Are you mobile-optimized? If not, you might be limiting yourself by not being truly accessible to the talent pool that’s out there.

Here’s a checklist to find out if you’re mobile-optimized and more information on the opportunities and advantages of mobile recruitment.

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1 in 2 Candidates Spend 3+ Hours A Week on Mobile Job Search

March 10th, 2014 Comments off

talent statisticsAt least half of job seekers with mobile devices spend three or more hours searching for jobs on their devices each week, according to CareerBuilder’s Candidate Behavior study.

If you want to break it down by device, nearly half (49 percent) of candidates use their smartphones and nearly 3 in 5 (59 percent) do so via their tablets.

The 2013 Candidate Behavior Study, a survey of 5,518 job seekers and 2,775 hiring managers nationwide, highlights the disconnect between what candidates expect during the job search process and what employers deliver.

What does this mean for you?

Unless you’ve been living under a rock, you’ve probably heard the term “mobile recruiting” a LOT lately. It’s not a buzzword or a fleeting phase; it’s here to stay. Like mobile or not (and some people don’t), people can’t live without their mobile devices. It’s the first thing the vast majority of young people check before even getting out of bed every morning.

And that extends to the recruitment realm as well.

Mobile job search is growing at a rapid pace. Are you mobile-optimized? If not, you might be limiting yourself by not being truly accessible to the talent pool that’s out there.

Here’s a checklist to find out if you’re mobile-optimized and more information on the opportunities and advantages of mobile recruitment.

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How to Snowplow the Competition and Nab The Best Hires This Winter

January 10th, 2014 Comments off

snowplow the competitionThe holidays have come and gone, snow is falling, and winter is upon us. Although you may want to curl up by the fire and ease up on candidate sourcing, you don’t have a second to lose. The war for talent, unfortunately, never takes a break.

I know what you’re thinking. “There are tons of applicants per job opening! I don’t have to try that hard, right?”

While that may be true, consider this statistic: Only 1.5 percent of hiring leaders believe that hiring will become less competitive in the coming year. That’s right, 1.5 percent. If you pair that with the fact that 77 percent of the employed workers are either seeking a new job or would be open to hearing about one, you potentially have some stiff competition on your hands.

So, how can you snowplow your competition this winter and make sure you’re the one candidates are looking at in 2014? Check out these tips:

Be completely transparent

It’s time you opened the lines of communication and become completely transparent. It’s what job seekers want, it’s what will make you distinct among your rivals, and it’s what’s going to give you a more positive brand image.

Studies show that 75 percent of workers who applied to jobs using various resources in the last year said they never heard back from the employer. If you fail to get back to job seekers, you essentially push qualified candidates into the arms of your competition. Remember, if you don’t play the game correctly, someone else likely will.

How to snowplow the competition: Create more in-depth job descriptions to show what sort of company you are, what you’re looking for, and what the perfect candidate looks like. Provide contact information so job seekers can reach out to you with questions.

Go on campus

Think career centers can’t provide you with the candidates you’re looking for? Think again! According to the National Association of Colleges and Employers (NACE), nearly 93 percent of recruiters reported using the services of career centers. In addition, NACE found that student organizations, department chairpersons, and faculty members were also popular hiring sources: nearly 75 percent of respondents used each of these types of resources.

How to snowplow the competition: Stand out! Attend career fairs, hand out organizational pamphlets, tell your story, and give students and young professionals a way to follow-up with you.

Leverage mobile

Did you know about 26 percent of job seekers use their mobile devices for career-related purposes? An additional 59 percent could imagine doing so, but only 13 percent of employers have a mobile version of their career website. So, if you don’t have mobile capabilities, such as a mobile career site or job postings that are mobile-friendly, you could be losing out on some great candidates.

How to snowplow the competition: Experts suggest that on top of having a mobile career site, use QR codes, text alerts, mobile tracking tools, and apps to attract the attention away from your competition.

Get to know your candidates

Peering into the mindsets of your candidates is a great way to understand how they tick. While your competition may be picking applicants by skillsets, it goes beyond professional capabilities. Candidates actually have to fit and vibe with their team in order to be productive. They also shouldn’t be that virus that can infect teams and dampen relationships.

How to snowplow the competition: Using methods like informational interviews, you’ll be able to see who will be able to work well within your company culture and who can help your organization grow.

While competition is tough and the right candidates few and far between, use these steps to snowplow your rivals this winter. Doing so will ensure you nab the right hires who can help your organization to reach new levels in 2014 and beyond.

What do you think? What are some other ways to snowplow the competition and nab the best hires this winter?

Val Matta is the vice president of business development at CareerShift, a comprehensive job hunting and career management solution for university career centers and HR professionals that gives job seekers complete control over their search. Connect with Val and CareerShift on LinkedIn.

6 New Year’s Resolutions Every Recruiter Should Make This Year

January 7th, 2014 Comments off

Recruitment resolutionsThe start of a New Year is the perfect time to resolve to begin anew – learn a different skill, take up good habits and say goodbye to bad ones, for instance. Unfortunately, New Year’s resolutions are notorious for being impossible to keep. The key to sticking with them, however, is to not take on anything too ambitious. Take the following recruitment-related resolutions – which are neither too costly nor too time-consuming – and use them to help you make big strides in your candidate sourcing efforts  in 2014.

#1 – Learn a new recruitment technology.

New technology often feels like the spinach of the recruitment industry: You keep hearing about how good it is for you, how it can give you a competitive edge, and how it can, um, regulate your process. Yet, the idea of trying to it isn’t always appetizing. Maybe you’ve been burned before or find it too complicated and tedious. But if you find the software that’s right for you, you might be pleasantly surprised with how easily it can streamline your process, while saving you time and money in the long run.

Find the software that’s right for you – check out Evaluate and Select Your Recruiting Software in 6 Easy Steps and 4 Ways to Avoid Failure in Your Recruiting Software Investment.

#2 – Respond to every applicant.

While it’s probably not possible to respond to every single applicant, you can at least set up an automatic reply with a quick note on the time frame of hiring, so the candidate knows you received his/her application and is aware of your hiring timeline. (Hey, maybe this can be part of that new technology you master this year.) The way you treat candidates can negatively affect not just your ability to attract future talent, but your business as well. CareerBuilder research has shown that candidates are less inclined to purchase products or services from companies that don’t respond to their applications. In addition to the initial “we’ve received your application” email, you should also make sure to contact candidates to tell them when they will not be moving forward in the interview process.

Get time-saving tips with How to Craft a Candidate Rejection Letter or E-Mail.

#3 – Check your career site from a mobile device.

As more job seekers rely on their smart phones and tablets to search for jobs, employers need to ask themselves, “Is my career site mobile-optimized?” Today’s job seekers not only expect a mobile-friendly job search experience, but they have little patience for companies that don’t have mobile-optimized sites: 65 percent of workers who search for jobs via mobile devices will leave a website if it isn’t mobile-optimized, and 40 percent walk away with a more negative opinion of the company, according to CareerBuilder research. Now is the time to take 5 seconds and check your career site from a mobile device and experience it the way candidates do. Is it hard to navigate and slow to load? Is the application process long and tedious? If so, you may need a mobile career site makeover.

Learn more about creating a mobile-optimized career site with The Opportunities and Advantages of Mobile Recruitment.

#4 – Spring clean your applicant tracking system (ATS).

Chances are you already have a great database of candidates – but are you taking advantage of it? When was the last time you revisited old resumes and followed up with past candidates to get updated information?  According to CareerBuilder’s recent Candidate Behavior Study, 77 percent of workers are looking for or open to new opportunities, which means you could be sitting on a huge pool of potential candidates. Take some time this year to re-assess previous candidates. You may find that those who weren’t a right fit for a previous position now have the experience and skills you need for other open positions.

Still strapped for time and resources? Learn how to effortlessly build and maintain a pipeline of talent with CareerBuilder’s Talent Network.

#5 – Give your employment brand some love.

This year, aim to define your employment brand – really and truly define it. Why? Not only is your employment brand what helps you stand out in the eyes of potential candidates – it plays a key role in 91 percent of candidates’ decision to apply, according to the Candidate Behavior Study – but it will pay off in the long run. The same study found that the majority of candidates will accept a lower salary offer to work for a company with a favorable employment brand. Not sure where to start? Start with your employees. They’re the ones who know your culture best and can help you define your brand more than anyone.

For more tips on defining your employment brand, check out Perfectly Defined: 5 Best Practices for Defining Your Employment Brand.

#6 – Mix it up on social media.

If, say, you’re using Twitter as a way to recruit candidates, don’t just tweet out job postings when they become available – engage your Twitter followers with insight, advice and resources they can use to improve their job search – and chances of getting hired by your company. The same goes for Facebook. Not to mention that the more engagement you have with a candidate online, the easier it will be to develop an in-person relationship.

Get more tips for leveraging social media in your recruitment with 5 Social Media Trends Recruiters Need to Know About Now and 5 (More) Social Media Trends You Need to Know.

Tell us: What are your recruitment-related resolutions this year?

3 Mobile Recruitment Questions You Should Ask Yourself Now

November 25th, 2013 Comments off

thoughts about mobile recruitmentIf you’re like me, your heart beats a little faster with excitement when you hear about the latest in cool consumer technology – including gadgets such as Filip, the wearable watch-phone/geo-tracking device for kids, or Google Glass, the wearable computer.

I sat in on a mobile recruitment webinar last week where the presenters — Jessica Miller-Merrell, author of Blogging4Jobs, and Rayanne Thorn, vice president of product marketing and strategy for Technomedia — provided an overview of the greater consumer tech environment to serve as context for how reliant we all are on technology today, and mobile devices in particular, given how these gadgets are on track to outsell PCs in the very near future.

We’ve all heard about the rise of mobile recruiting in the world of work today (TalentCulture had a nice post on this earlier this month) as well as the arguments for creating a mobile strategy – including the growing trend of job seekers turning to mobile apply.

If you haven’t already, make sure you check out our recent report on the opportunities and advantages of mobile recruitment.

But here are three questions that were raised during the webinar that I thought were really thought-provoking.

  • Is mobile recruiting a form of age discrimination? This question was raised during a #TChat discussion and is based on the notion that younger generations tend to be more tech-savvy, putting members of older generations at a disadvantage. The presenters disagreed, stating that how tech savvy you are doesn’t depend on age as much as it does who you are, where you are and what you do for a living. Regardless of your opinion on the matter, it’s an interesting point to ponder.
  • Does technology negate our human-ness? This is a good point I’ve often heard HR professionals talk about — the fear of losing the “human” in human resources amid the flurry of technology adoption. The presenters discussed how, contrary to that opinion, technology and automated processes actually free up time for employers and recruiters to focus on and support human interactions.
  • “They will come to us” — fallacy or fair statement? The underlying notion here is that consumers (in our world, job seekers) want control over how they gather information — and they’re increasingly on mobile. So the presenters’ bottom line here was: Don’t fool yourself thinking people will come to you and engage with you if your mobile strategy is pinch and zoom. CareerBuilder research shows that 79 percent of job seekers said if they land on a website that is not mobile friendly, they will find another mobile-friendly site to do the job.

Where to Start

CareerBuilder offers a comprehensive mobile solution designed to attract the best talent to your organization. Another great starting point is to download our new report: Upward Mobility: The Opportunities and Advantages of Mobile Recruitment.

No Mobile-Optimized Site? Nearly Half of Mobile Job Seekers Will Think LESS of You

October 21st, 2013 Comments off

talent statisticsSinging loudly on public transportation, bragging about winning the lottery, throwing a pie in someone’s face – these are just a handful of things that will make people like you less. And if you’re an employer, there’s the additional burden of contending with the fact that job seekers will think less of your company if you haven’t bothered to optimize your website for mobile devices.

That’s right: 65 percent of workers who search for jobs via mobile devices will leave a website if it isn’t mobile-optimized; even scarier, 40 percent walk away with a more negative opinion of the company.

That according to CareerBuilder’s new 2013 Candidate Behavior Study, a survey of 5,518 job seekers and 2,775 hiring managers nationwide.

mobile behavior

Want to learn more? Visit the 2013 Candidate Behavior Microsite: cb.com/CandidateBehavior2013
Download Reports | View Interactive Infographic | Watch Video Recommendations

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Recruiting Mobile Application Developers? What To Know, Where To Go

October 18th, 2013 Comments off

Good Looking Smart Nerd Man With Tablet ComputerRemember a few years ago when the social media explosion led to an emergence of newly created jobs geared toward creating and managing social media accounts? Thanks to the continued growth of smartphone and tablet usage among consumers, mobile application developers have become the new social media managers.

In fact, the demand for mobile application developers has increased so significantly, supply just can’t keep up. Over the past two years, there have been over 258,860 job postings posted online and only 35,562 active candidates available for these roles.

Needless to say, with competition for talent so tight, these jobs are extremely hard to fill. How hard exactly? Looking at the Hiring Indicator from CareerBuilder’s Supply & Demand Portal, mobile application developers score an 18 in level of recruiting difficulty, on a scale of 0 to 100, with 0 indicating the highest level of recruiting difficulty.

When it comes to knowing where to find the talent that is out there, data generated from the Supply & Demand Portal indicates that California and Texas have the highest supply of mobile application developers, with seven of the top 10 cities nationwide. Chicago, New York City and Atlanta round out the list. If you’re trying to recruit mobile application developers, the following cities are a hotbed for talent. While recruiting in these areas will still be difficult, it is an improvement over the nationwide average.

When recruiting outside of your local area, it is also important to take into account relocation. For example, the Supply & Demand portal indicates that employers looking for mobile application developers might want to focus their efforts in the Houston, Dallas, Chicago, and  Atlanta metro areas, where 18 percent of candidates say they are willing to relocate.

Best Cities to Source Mobile Application Developers -  Bob Nelson

Mobile application developers are just one of many occupations where the supply of available talent does not meet the demand. For any employer recruiting talent for a hard-to-fill position, it is important to understand where the supply of candidates is highest, as well as what the market compensation rates and how willing candidates are to relocate – and creating your recruitment strategy around that.

Offering a competitive compensation and attractive relocation package will give you a competitive edge when recruiting, and increase your ability to hire from outside your company’s general area. From there, you will need to decide if the costs to relocate outweigh the expenses and the amount of time it will take to hire a candidate from the local market. Either way, understanding the labor market and candidate behavior is the first and most important step toward meeting your recruitment goal.

Practical Tips You May Not Know About Mobile Recruiting

October 14th, 2013 Comments off

Mobile recruiting questionsWhat are the latest trends in mobile recruiting that YOU should be paying attention to? How can you engage candidates more effectively via mobile? What specifically should you focus on when creating a mobile recruiting strategy – and what should be secondary?

Debbie Tuel, director of mobile solutions for CareerBuilder, sat down at The 2013 Mobile Recruiting Conference last month in Atlanta to answer some of your burning questions about mobile recruitment.

“My team focuses on taking the learnings we’ve found on the CareerBuilder.com platform and what we’re seeing from job seeker behavior, job seeker patterns, how users are interacting with our site, what trends we’re seeing from a mobile perspective and then leveraging that to build out mobile platforms for our clients – from mobile career sites all the way to mobile apply,” Tuel said.

First take a look at the video, and then dig deeper into our data and resources on mobile recruitment.

Mobile Recruitment Is Heating Up

If you’re one of those people who has to see it to believe it, you’ll want to check out these statistics, based on CareerBuilder’s 2013 study on mobile recruitment adoption.

1 in 5 employers who have mobile career sites reported that at least 20 percent of their applications come through mobile devices. TWEET THIS

Today, nearly a quarter of all online activity takes place from mobile devices. By 2015, mobile devices will surpass laptop computers in online usage. TWEET THIS

31 percent of people searching for “jobs” on Google are doing so from a mobile device. TWEET THIS

9.3 million workers searched for jobs via their mobile devices in Mar. 2013, up from 2.3 million in Mar. 2012. TWEET THIS

Since CareerBuilder enhanced the mobile apply process for U.S. clients last year, mobile applications have increased by 50 percent. TWEET THIS

72 percent of smartphone owners want mobile-friendly sites. TWEET THIS

79 percent indicated that if they land on a website that is not mobile friendly, they will find another mobile-friendly site to do the job. TWEET THIS

OK, How Do I Get Started?

There’s no reason to feel confused or overwhelmed when deciding to create or grow your mobile recruitment strategy, as there are plenty of resources to help you on your journey. CareerBuilder also offers a comprehensive mobile solution designed to attract the best talent to your organization. Another great starting point is to download our recent report: Upward Mobility: The Opportunities and Advantages of Mobile Recruitment.

Going Mobile: 5 Mobile Recruitment Lessons from Chesapeake Energy

September 4th, 2013 Comments off

Technology in the handsIn the following Q&A, Debbie Tuel, CareerBuilder’s director of mobile solutions, sits down with Kip Welch, director of recruiting at Chesapeake Energy Corporation, to discuss the company’s recent experience creating a mobile-optimized recruitment strategy, the benefits gained from going mobile and the lessons learned along the way.

Debbie Tuel: What led Chesapeake originally to invest in a mobile career site?
Kip Welch: We saw that the direction candidates were going was to more of a mobile platform.  I don’t think we had any idea just how much.  Of course, our CareerBuilder rep helped us realize there was a need there. Prior to that, it was really all about dropping business cards really.

So why did you choose CareerBuilder?
We already had a strong partnership with CareerBuilder and it was probably our sales rep who intimated that mobile was something we needed to move to.  After exploring it, we realized there was an opportunity there. We then formed a partnership and built a program that was very successful for us. (Learn more about CareerBuilder’s MobileTalent solutions here.)

When you say that it has been successful for you, how do you measure that? 
My CareerBuilder rep told me, “Right now, 100 percent of the people who are looking for you on a mobile device are not reaching you.” For me, having one person, 10 people or 100 people find me in a place they couldn’t before is already a win. We invested and, as a team, built that project. We soon found out there were more people who were coming to us through the career site than we expected.  And then through some homemade analytics, we did some research to quantify that. For instance, “How many hires are we getting?” We were able to look at our hires against the people who came in around the same time, and looking at a time stamp could suggest that those people that came at the same time were influenced through the website to the hire. Our numbers were pretty high. In the first nine months of launching this project, I’d say we made something like 70 or 80 hires. It was a lot more than I expected there to be. We then recognized it as being a win there.

How has your mobile site enhanced your recruitment process?
I get a list every week – I call it our “lead sheet”- which I send out to my recruiters. If they have a hot need, they know to look on that sheet for somebody who’s indicated an interest. Instead of waiting on those candidates to apply, we can call them because they already expressed an interest, which makes them a hotter candidate than others might be. That’s really how we use it. Having a mobile strategy has made us more proactive. It’s making us take action rather than that candidate taking action.

Now that you’ve launched the mobile career site, have you done any advertising mobile or otherwise in conjunction with it?
We’ve created some business cards that have a QR code on them which read, ‘You have to apply through our website, and they would be led to either one.  I think in some of our advertisements we’ve used those as well.

Have your goals evolved since you originally decided to go mobile?
I want to see more focus on it.  I think it’s bigger [than it was when we first started doing it], and it’s becoming even bigger. I recently saw a great article that said, “If you’re not already mobile and branded, you’re already behind.” I sent that article to my boss and said, “See?  We knew about this a year and a half ago.” That’s what we strive for: to be ahead and to be the best.

Five Mobile Recruitment Lessons from Chesapeake Energy

  1. Understand that time is now. Welch was surprised to find out just how many candidates were using mobile devices to search and apply for jobs. Welch immediately recognized the need to create a mobile-friendly job search experience for potential candidates. 
  2. Find a trusted vendor. A long-time CareerBuilder client, Chesapeake already enjoyed a trusted partnership with CareerBuilder and decided the company also offered the mobile recruiting solutions that were right for their unique goals and needs.
  3. Set goals. Like any other business initiative, creating a mobile recruitment strategy should start with goals. What do you hope to gain by creating a mobile strategy? Increase awareness? Enhance your candidate experience? Strengthen your brand? Having a goal in mind will keep you focused and provide the platform to…
  4. Measure success. Create a process for tracking metrics and measuring the success of your efforts. Not only will you be able to see whether you’re meeting your goals, you will be able to identify opportunities for improvement.
  5. Adapt accordingly: Though there are many benefits to going mobile, there are still as-yet-uncovered opportunities in the mobile recruitment space. Welch understands that mobile is ‘becoming even bigger’ as a way for candidates to find jobs and, conversely, for employers to attract and engage interested candidates. As mobile recruitment technology evolves, so will the ways in which employers utilize it. It is important to remember that a mobile site requires continuous upkeep – something that shouldn’t be a problem if you’re setting goals and measuring your successes along the way (no.’s 3 and 4 above).

Have you created a mobile recruitment strategy yet? What’s stopping you?

New Report: The Opportunities and Advantages of Mobile Recruitment

September 3rd, 2013 Comments off

looking for job with mobileWe’ve been talking a lot about mobile recruitment lately yet many of you may still not buy into all the hype. Just two decades ago, the idea of having a website dedicated to recruitment was unheard of; however, that all changed once employers began to understand that not only was the internet not going away, it quickly became the most effective way to reach job candidates. Today, the same is being said about mobile technology. People across all demographics are utilizing mobile technology to do what they normally would do from a desktop or laptop device – from checking email to engaging in social media, catching up on news and entertainment, shopping and even job searching.

What Exactly is Mobile Recruitment?

In the simplest of terms, mobile recruiting is the ability to market to prospective
talent with or on a mobile device. On a deeper level, mobile recruiting is also
about opportunity – the opportunity to connect with job seekers anywhere, and
at any time; provide a bett er candidate experience; streamline your own process;
and engage job seekers in entirely new and unique ways.

Mobile Warming: The Fast and Furious Rise of Mobile Usage

Taking on any new business venture can feel burdensome or even downright scary;
therefore, it’s no wonder you might be hesitant to create a mobile recruiting strategy.
But the reality is, with the vast majority (70 percent) of job seekers using mobile technology to apply for jobs, recruitment is going mobile. Still not convinced?

Consider the following:

One in five employers who have mobile career sites reported that at least 20 percent of their applications come through mobile devices. TWEET THIS

Today, nearly a quarter of all online activity takes place from mobile devices. By 2015, mobile devices will surpass laptop computers in online usage. TWEET THIS

31 percent of people searching for “jobs” on Google are doing so from a mobile device. TWEET THIS

9.3 million workers searched for jobs via their mobile devices in Mar. 2013, up from 2.3 million in Mar. 2012. TWEET THIS

Since CareerBuilder enhanced the mobile apply process for U.S. clients last year, mobile applications have increased by 50 percent. TWEET THIS

72 percent of smartphone owners want mobile friendly sites. TWEET THIS

79 percent indicated that if they land on a website that is not mobile friendly, they will find another mobile friendly site to do the job. TWEET THIS

Mobile Readiness: More Reasons to Make Sure You’re Mobile-Optimized

Last month we released our 2013 study on mobile recruitment adoption, uncovering only 20 percent of Fortune 500 companies have mobile-optimized career site. For those of you who don’t yet have plans to build a mobile careers site, you may feel like you have some time to make a decision to go mobile. But, before you rest easy, you better check how much mobile traffic your current careers site gets today. (Never tried it? Check out Google’s free Analytics tool to see the portion of mobile traffic to your site.) Given that nearly a quarter of all Internet traffic comes from mobile devices, chances are a significant portion of your visitors are mobile.

Also, due to recent changes to Google’s algorithm, you might start seeing a lot less traffic.

In June 2013, Google announced a change to its mobile search algorithm that will demote web pages in the organic search results that are not built with a responsive mobile web design. In other words, if your website isn’t built to render a mobile-optimized version of each page, your career site and job posting pages are going to start ranking lower and may even be removed from Google’s mobile search results altogether.

Find out if you’re at risk by answering the following questions:

When you go to your company website from your own smartphone or tablet…

  1. Do you see a regular HTML desktop version of the page?
  2. Does clicking on a search result for an internal page (for example, a specific job posting or job category landing page) redirect you to the home page of your mobile site?
  3. Does there appear to be any Flash video or other content that takes more than a few seconds to load or doesn’t display correctly?

If the answer to any of the above questions is “yes”, your site could be subject to demotion in Google’s search results and your pages could be removed from search results altogether.

The time to go mobile is now. With these changes, having a mobilized website isn’t just
‘ideal’ – it’s necessary.

Mobile Recruitment: Next Steps

If you’re starting to feel a little uneasy about your company’s lack of mobile readiness, fear not. There are a lot of great tools and resources to help you get started. CareerBuilder also offers a comprehensive mobile solution designed to attract the best talent to your organization. Another great starting point is to download our new report: Upward Mobility: The Opportunities and Advantages of Mobile Recruitment.

Mobile-Minded: Best Practices for Creating Your Mobile Career Site

August 27th, 2013 Comments off

Mobile career siteSometimes it’s hard to distinguish between the nice-to-haves and the need-to-haves. For instance, yes, having cable is nice, but do you really need it? And, yes, it would be nice to have an Air-O-Sage leg massager, but is it absolutely necessary? And, really, does the world need another Bill & Ted movie?*

When it comes to having a mobile recruitment strategy, however, the answer should be clear: As the mobile job search becomes more ubiquitous, having a mobile recruiting strategy is crucial for staying competitive. That involves ensuring candidates a user friendly job search and application process that is optimized for mobile devices.

As we’ve mentioned before, the benefits of going mobile are well worth the time and money you invest in the effort. It’s worth mentioning, however, that if you’re going to go mobile, you need to do it right. As you prepare to create a mobile career site, keep the following best practices in mind:

Choose the right mobile vendor.

The right vendor can help you create a streamlined, user-friendly and engaging mobile experience for candidates, while operating as a consultant to ensure a better ROI for you. Ask your vendor the following questions:

  • What other companies have you worked with? A good vendor should be able to point you to clients who can refer them. Pick a vendor with experience working in the recruitment industry specifically.
  • What experience do you have in engaging mobile candidates? Remember that your mobile site is less about you and more about the candidates. Put yourself in the candidates’ shoes when looking at client referrals. Visit their mobile sites to see what the job search and application experience is like.
  • Once the site is live, what flexibility will I have to upgrade, change or enhance the site? Creating a quality mobile experience could be a work in progress. Do not assume that you will be ‘one and done’ once your mobile site has gone live. Unlike your desktop site, your mobile site requires more maintenance and upkeep. Candidates expect the mobile experience to evolve with technology, stay up to date and integrate the social experience. Keep in mind that some vendors may charge an annual fee to cover regular site maintenance and application upgrades. If you’re only paying a one-time fee, there will be limits to the number of changes you can make.

Did you know CareerBuilder offers a comprehensive mobile solution designed
to attract the best talent to your organization? Learn more at: http://cbmobiletalent.com/

Shorten your application process.

Oftentimes, employers neglect to adapt their application process to the wants and needs of mobile candidates. All too often, the application process on a mobile site can be long and arduous – which accounts for why 40 percent of mobile candidates abandon the process. Ideally, candidates should be able to apply via their mobile devices in five to 10 clicks (or roughly five minutes). This may mean cutting back significantly on your application process and leaving only the most basic information: contact information, highest level of education achieved, most recent job experience and EEOC questions (if they are required)

Incorporate GPS capabilities.

With GPS, you can take advantage of features that candidates expect from mobile devices and cannot get from their desktop or laptop computers. GPS capabilities enable candidates to narrow their search results based on distance from where they are located, see estimated commute times, learn about the nearest public transportation access and find points of interest around a location (like nearby workout facilities, dry cleaning services or lunch places).

Build for touch.

Mobile candidates are used to being able to swipe through functionality and easily navigate the site with “fat fingers”, so keep these things in mind when you build your mobile sites. The mobile experience should be more about viewing than reading. In other words, keep your career site simple and clean with less emphasis on text and more focus on images or videos. Visitors should be able to swipe between jobs or easily navigate through the site pages and functionality.

*yes, to all of those things.

Learn more about the opportunities and advantages of mobile recruitment. Download Upward Mobility today.

New Study: Trends in Mobile Recruitment Adoption

August 14th, 2013 Comments off

A recent CareerBuilder study found that employers are falling behind when it comes to mobile recruitment adoption.

mobile job search

Only 20 percent of Fortune 500 companies have mobile-optimized career site. The numbers are even worse when it comes to the health care industry, as only 11.6 percent of hospitals and 5.6 percent of assisted living facilities have mobile-optimized sites. Staffing firms fared slightly better, where 33 percent have mobile-optimized career sites. The finding underscores the opportunity employers have to engage more mobile candidates at a faster rate than their competitors – if they work now to create a recruitment strategy that aligns with consumer behavior.

Touch is the new frontier for job search. Mobile and tablet users expect to see jobs information in a visual way that reflects the visual approach of the overall Web. This is especially critical in a time when mobile job search is exploding and companies are missing out on talent because they’re not mobile-optimized.

Is your organization falling behind when it comes to mobile recruitment adoption?

Are you prepared for mobile job seekers? See how you compare to others in your industry. Download Trends in Adoption: An Analysis of Mobile Recruitment Efforts Across Industries today.

Do you need a comprehensive mobile solution designed to attract the best talent to your organization?

As the world’s leader in talent acquisition services, CareerBuilder was at the forefront of mobile recruitment, providing mobile solutions for our customers as early as 2008. Today, we continue to stay ahead of the curve. The solutions below represent some of the most innovative tools the industry has to offer.

Mobile Apply

Mobile Apply creates a cloud-based frictionless mobile application experience for candidates on the go. With a few taps on their mobile device they can send their resume from Google Drive, Drop Box or directly from their CareerBuilder profile to your recruiter.

By letting candidates apply for a job directly to your recruiting department in a process that is integrated seamlessly with your Applicant Tracking System, connecting the best job with the best talent is faster and more efficient for everyone.

Mobile Careers

Mobile Careers optimizes your current recruitment site for mobile viewing and browsing. Mobile Careers targets potential candidates with the interface they use the most – their mobile device.

With Mobile Careers job candidates can learn about your company, view job listings, and see other content that helps tell your organization’s story – all in a format optimized for a mobile screen.

Candidates can also search for job using geo-location, see their estimated commute time, leave a business card, integrate with social media accounts and share jobs with contacts.

Learn more at: cbmobiletalent.com

4 Mistakes to Avoid in Your Mobile Employee Referral Program

August 7th, 2013 Comments off

PSo you’ve decided to take your employee referral program to the next level: mobile. Excellent decision. Though they are managed in the workplace, referrals are created through the social interactions employees have with their friends during their free time. Having a mobile referral program will enable employees even greater ability to refer quality candidates no matter where they are.

Whether it’s allowing employees to send you referrals directly from the gym or restaurant where they meet up with potential candidates, or providing them with a quick job link to post on their social networks or via email, harnessing the power of their mobile connectivity will naturally lead to more referrals coming your way. Plus, with the rapid expansion of mobile usage – including among your own employees – it’s a no-brainer that you’d want to provide them with the tools to make referrals on the go.

In short, there’s never been a better time to optimize your referral program for personal wireless devices like smartphones and tablets. But before you get started, take the opportunity to review the following:

4 Mistakes to Avoid With Your Mobile Employee Referral Program:

  1. Having a Web Link (and Only a Web Link): Why make entering your referral program complicated and drawn out by requiring employees to plug in a web address each time? Even mobile-friendly webpages won’t cut it, because they are still too cumbersome to log onto. Convert your program to a designated app employees can download to their mobile devices for quick and easy use – just one touch and they’re in. Better yet, customize the app with your company brand colors and logo, and present employees with a personalized app.
  2. Having Multiple Forms to Fill Out: Remember – your mobile-optimized referral program should be designed for mobile devices. It’s not desktop-based, so leave the page navigation at a bare minimum, and try to limit the number of forms – and form fields – employees have to fill out to as few as possible.
  3. Requiring Resumes: Again, this is a mobile application – the name of the game is ease, and the more hoops you make your employees jump through, the less likely they are to finish the process. Requiring employees to submit resumes along with their referrals is not only another hoop they have to jump through, it’s also not critical for great referrals, according to ERE’s John Sullivan. For better results, enable employees to make referrals in a lead format – which just requires a name and contact details (it can’t hurt to give them some space to write a line of recommendation, too). Bonus: By accepting leads without resumes, you also open the door to a wider stream of passive candidates who aren’t actively hunting for jobs and therefore may not have updated resumes.
  4. Limiting Job-Sharing Options: Encourage employees to participate by providing them with several different ways to share jobs, such as through Facebook, Google+, Twitter and email. An array of choices makes the program more user-friendly and accessible – and increases your potential to reach out to more referrals.

Today, employees are doing everything on their personal mobile devices, from paying their bills to choosing which cars to buy. Empowering them to refer candidates via this medium will maximize what is already the leading external source of hire. Don’t get left behind – provide them with the tools they need to make referrals wherever they are.

New Tablet Experience Makes It Easier for Employers to Reach Mobile Job Seekers

June 10th, 2013 Comments off

Mobile Tablet Job SeekerMuch like CDs, landlines and dining room tables, desktop computers are starting to become obsolete. Studies show that Americans are becoming increasingly more reliant on their mobile devices for things they once relied on desktops to provide – from news, entertainment and shopping to searching for jobs.

According to comScore, 9 million workers searched for jobs on mobile devices in March 2013 (a 300 percent increase in just a year), and a recent Glassdoor survey shows that 68 percent of workers do so on a weekly basis.

And it’s not just smart phone users, either: the number of U.S. tablet users more than tripled from 33.5 million in 2011 to 123.1 million in 2013, and is expected to grow to 168.1 million by 2016, according to eMarketer.

Given the evidence of how ubiquitous the mobile job search is becoming, it’s a little disconcerting that only 20 percent of Fortune 500 companies provide mobile-friendly job search experiences.

“Mobile job search is exploding,” said Hope Gurion, chief product officer for CareerBuilder, in a statement for the press release, “and companies are missing out on talent because they’re not mobile-optimized.”

Fortunately, CareerBuilder has made it a little easier for employers to provide a user-friendly mobile experience for job candidates. Adding to its growing line of mobile solutions, CareerBuilder recently unveiled a new tablet experience (tablet.careerbuilder.com), which offers benefits for both job seekers and companies.

Benefits for job seekers:

  • Job seekers can pull up a job listing and instantly see how many other candidates have already applied to that position, and see how they compare to other applicants in terms of education level, years of experience, education and work history.
  • A unique GPS function enables job seekers to estimate their commute time for prospective jobs.
  • Easy, two-step apply processes.
  • Job seekers can search by various attributes, such as company size and culture.
  • A customized content section caters to job seekers’ individual needs and interests.

Benefits for companies:

  • Better opportunities to differentiate themselves: With its focus on the visual experience, CareerBuilder’s tablet experience enables companies to show off their culture in a manner unlike any other they’ve used before – using compelling images to create a more visual, captivating job search experience for candidates.
  • Better exposure: Companies will have better exposure to growing number of mobile job candidates who have not only come to expect a user-friendly experience, but have little tolerance for companies that do not provide it.
  • Better application rates: Having a mobile-optimized apply process improves application rates, as mobile candidates are more likely to drop off when they encounter a apply process that is not mobile-optimized. What’s more: they often don’t return to apply from a desktop later.
  • Better branding: In a Google study on mobile behavior, 55 percent of consumers say a poor experience on a mobile site hurts their opinion of a brand overall and 52 percent say it makes them less likely to engage with a company. Given that candidates are consumers, too, creating a poor job search experience can be just as damaging to your employment brand.

It may not be long until the mobile job search becomes the most common type of job search, which is all the more reason employers need to really consider their mobile job search experience and mobile recruitment strategy.

For more information about CareerBuilder’s mobile recruitment solutions, go here, or download  The Evolution of Mobile Recruitment: What It Is, Why It Matters, and Where To Start.

Only One in Five Fortune 500 Companies are Mobile-Optimized

June 10th, 2013 Comments off

talent statisticsDespite the lightning-fast speed by which the mobile job search is growing, the vast majority of companies still do not have mobile-optimized career sites.

A recent CareerBuilder survey of the Fortune 500 reveals that only 99 of them had career sites with a mobile-optimized process to search for jobs. Of those companies, only 14 had a mobile-friendly process to actually apply for jobs; however, 64 will let job seekers email the jobs to themselves to apply later.

A separate CareerBuilder study of the Staffing Industry Analysts’ 100 Largest U.S. Staffing Firms found that only 32 of those firms had a mobile-optimized job search process, and only 27 had a mobile-friendly apply process.

As the growth of the mobile job search accelerates, so does the demand for employers and staffing firms to offer a mobile-friendly search and apply process; otherwise, they risk losing qualified candidates to competitors that do provide these capabilities. Research shows that 40 percent of mobile candidates abandon apply processes that aren’t mobile-friendly.

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Forty Percent of Mobile Candidates Abandon Non-Mobile Apply Processes

March 11th, 2013 Comments off

As the number of people searching for jobs on their mobile devices increases, their tolerance for companies that do not have mobile-friendly career sites seems to be decreasing.

Nearly one-third of CareerBuilder.com’s traffic each month comes from mobile devices; however, CareerBuilder tracking shows that as much as 40 percent of mobile candidates abandon the application process when they are notified they are about to encounter a non-mobile friendly apply process.

Companies who are mobile-optimized have a distinct advantage. A recent CareerBuilder survey found that, of the 20 percent of companies who have mobile-optimized career sites, one in five applications come through mobile devices. Nearly one in ten companies said mobile accounts for at least half of their applications. 

These findings should be a wakeup call for the 28 percent of employers who have open positions for which they can’t find qualified candidates – not to mention the 23 percent stated they have lost revenue due to extended vacancies (according to CareerBuilder research): Making it easier for candidates to apply via their mobile devices could be key in preventing applicant drop-off and bringing in more of the qualified candidates who are using mobile job search tactics – at an exponentially higher rate.

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Four Myths About Mobile Recruitment

January 30th, 2013 Comments off

cb_mobileQuestion: Are you reading this from a mobile device? These days, I’d be willing to bet that answer is “yes”. According to a recent study from research firm Gartner, Inc., by the end of this year, mobile phones will overtake PCs as the most common web access device worldwide. Not only that, but eMarketer forecasts the number of mobile shoppers in the U.S. will increase by 24 percent this year and represent 62 percent of digital shoppers. These findings speak to the great impact mobile devices have on our day-to-day lives.

And it’s not just consumer who are relying on mobile to make decisions: more and more, job seekers are using mobile devices to search for jobs and research potential employers. In fact, as of October 2012, 25 percent of CareerBuilder’s traffic comes from mobile devices – and that number is only growing.

As mobile technology becomes more ubiquitous as a job search tool, it becomes increasingly important for employers to embrace mobile technology as a recruiting tool. Unless of course, you believe the following myths about mobile recruitment:

1. Creating a mobile-friendly recruitment website is more hassle than it’s worth.

A mobile website helps generate even more traffic to your site, because it provides improved rankings on mobile-friendly search engines such as Google and Yahoo, and also allows placement in a growing number of mobile and local directories. Thus, creating a mobile-friendly website is single-handedly one of the easiest ways to increase traffic to your career site and the likelihood of candidates applying. Moreover, a recent Google study reveals that over half of smart phone users (61 percent) are likely to leave a site right away that doesn’t offer a user-friendly mobile experience. Even more (79 percent) say they’ll search for another mobile site to do the job. Given the similarities between candidate job search behavior and consumer buying behavior, employers would be wise to pay attention to these findings. If 20 percent of your traffic comes from mobile devices, and you do not have a mobile-optimized site, you could be driving away nearly 80 percent of those candidates (which leads me to the next reason not to create a mobile strategy…)

2. Having a mobile-friendly website won’t increase traffic.

Okay, this myth is only half false. You might not necessarily increase traffic to your website with a mobile-friendly career site; however, you do risk losing traffic if you don’t have one. Why? If your website doesn’t look good on a smart phone, users will move on to one that does – and they have plenty of options: A recent CareerBuilder survey shows that 57 percent of employers with 1,000 or more employees have mobile-friendly versions of their career sites. If you’re not among this group, you’re putting yourself at risk of losing valuable candidates to mobile-friendly competitors.

3. A mobile-friendly career site has no effect your employment brand.

A mobile website improves the user experience and satisfaction, ultimately creating positive feelings toward a company’s brand, according to recent research on mobile website usability. On the flip side, websites that are NOT mobilized can leave visitors with a poor impression of a company’s brand. According the above-mentioned Google study, 55 percent of consumers say a poor experience on a mobile site hurts their opinion of a brand overall, and 52 percent say it makes them less likely to engage with a company. Remember, candidates are consumers, too, meaning their mobile experience with your career site will have the same impact on your employment brand.

4. Mobile sites are ‘Bleeding edge.’ 

Having a mobile-friendly website is no longer considered cutting edge – the same way having a social media page is no longer considered ahead of the curve. Therefore, going mobile isn’t about staying ahead of the competition: it’s about keeping up, especially as job searches conducted from mobile devices increases. It is imperative that employers take the steps now to connect with the growing number of potential applicants who visit their websites from mobile devices.

Remember: The adoption of new technology is now happening faster than ever before. The World Wide Web changed everything, and since then, social media, smartphones, and tablets have had a profound impact on the way people share and consume content, and particularly the way people look for jobs. Consider mobile the next significant step in talent acquisition. One you need to embrace sooner rather than later – because whether you like it or not, that’s where talent acquisition is headed. The question is: will you be there with it?

For more information about CareerBuilder’s mobile recruitment solutions, go here, or download  The Evolution of Mobile Recruitment: What It Is, Why It Matters, and Where To Start.

Candidates are Customers, Too: 6 Customer Service Rules to Recruit By

October 31st, 2012 Comments off

Successful companies recognize the business benefits of providing stellar customer service. Not only does it generate referrals from satisfied customers and bolster customer loyalty, but it also differentiates them from their competitors.

Likewise, providing a good candidate experience tends to generate similar benefits for employers. According to the 2012 Candidate Behavior Study, the way people search for jobs today is very similar to how they make purchasing decisions. For example, candidates comparison shop, consulting multiple sources (between 14 and 15 on average, according to the Candidate Behavior Study) to help them evaluate their options and ultimately decide where to apply. As a result of having this consumer mentality, candidates expect companies to give them the same attention they give their customers: making the effort to win their business and turn them into brand loyalists.

For these reasons, companies like Amazon.com, Apple, Southwest, UPS and Google – all among the 2012 Customer Service Hall of Fame winners – provide the perfect model for employers who want to enhance their candidate experience and, in effect, their ability to recruit top talent. More companies are beginning to understand the positive business impact of providing a good candidate experience.  The following are some ways with which employers can apply the principles of good customer service to do just that.

6 Customer Service Strategies to Enhance Your Candidate Experience – And Better Your Business:

  1. Make It Easy for Customers to Purchase: There’s a reason why Amazon created its “one-stop shopping” experience to make it as easy and as fast as possible for customers to complete a purchase. They know that the more steps customers must go through to make a purchase, the more likely they are to abandon their shopping cart. Job applicants are the same way: studies show that 34 percent of candidates who try to apply for jobs don’t complete the application process – simply because the application process is too much of a hassle. While it’s important to gain information from candidates and screen out unqualified ones – employers should do everything they can to streamline the process for job applicants, in order to eliminate applicant drop-off (and risk losing out on qualified candidates).
  2. Enable Customers to “Try Before You Buy”: Another thing companies like Amazon do right is minimize buyers remorse by giving customers as much information as possible through product demonstration videos and on-site customer reviews. Employers can follow suit by providing content on their career sites and social media pages that help candidates “try before they apply”. Day-in-the-life videos or employee testimonials, for example, are a great way to give job candidates a peek into the culture of the company, hear first-hand from would-be colleagues about the work environment and understand more about the day-to-day responsibilities of various jobs. (Six Flags and Chipotle are two such companies using video to enhance their recruiting efforts.)
  3. Provide Timely Status Updates: Consider the experience when you order something from an online retailer like Amazon: You immediately get a confirmation email telling you that your order has been processed, followed later by a notification that your package has been shipped, along with directions to track your package. Employers would be well-advised to adopt a similar practice, as job candidates today expect this same type of exchange after submitting an online application. Employers can take advantage of new technology that enables them to send automatic, personalized emails to let candidates know their applications have been received, along with information as to next steps in the application process. Candidates will appreciate knowing their resumes did not fall into some “black hole” – and this appreciation will likely be reflected in the bottom line. Research shows that 32 percent of job candidates are less likely to buy from a company that did not respond to their job application.
  4. Make Them Subscribers: Many online retailers offer customers the option to subscribe to an email list to learn about upcoming sales or promotions. Employers can apply the same mentality for candidates whom they want to keep in their talent network by enabling them to sign up for job alerts – via email, mobile or both – so you can notify them of future openings with your company, as well as any job fairs you might be holding or exciting company news.
  5. Solicit – and Listen To – Customer Feedback: The same way companies send out follow-up emails asking for feedback on a recent purchasing experience, employers can gain insight into the candidate experience they provide by surveying job applicants. The caveat here is that job candidates may hesitate to offer criticism (for fear that it may hurt their chances for future consideration); therefore, it’s recommended that employers utilize a third-party source to survey applicants and provide objective feedback they can later use to enhance their applicant experience.
  6. Mind the Mobile Experience: Just as mobile devices have become a popular means for consumers to browse products, compare prices and read product reviews, they are also becoming a powerful job search tool as well. According to comScore research, 77 percent of job seekers use mobile apps to assist in their job search. And with mobile phone usage set to surpass desktop usage as a means to get online, it is imperative that companies consider the candidate experience – via mobile device. This can be as simple as creating a mobile-friendly career site that enables candidates to quickly and easily search for opportunities or sign up for mobile alerts. Is your career site mobile-friendly? All it takes is five minutes to find out.

I can’t emphasize enough the impact a good candidate experience can have on your ability to differentiate your organization from others in the eyes of job candidates and attract better talent. Taking those extra steps to invest in your candidate experience now will reap long-term benefits for every facet of your organization – starting from your employment brand and reaching all the way down to your bottom line.

5 Seconds to the Smartest Recruiting Move You’ll Make Today

May 21st, 2012 Comments off

Question: If you go to your company’s career site from your mobile device, what do you see?  It’s not a trick question.

“If it’s tough to navigate for you, if you’re frustrated by the user experience, I guarantee you job seekers are feeling the same way. And that’s going to end up hurting you,” says Eric Offner, a mobile recruitment expert with CareerBuilder. In a recent phone interview, Offner discussed the opportunities and advantages of mobile recruitment, and offered me his thoughts on the following concepts:

On why employers need to join the mobile recruiting space:
“That’s where all the people are. If you think about CareerBuilder, for example, when this company started, everyone was using print to search for jobs and advertise jobs. Then things started shifting to the web and by 2005, internet was the primary space. Now, more and more people are moving from web to mobile. The audience is even larger on mobile, so it’s important to realize what your audiences’ habits are and adapt to them. Just look at the way big businesses have started using mobile apps and mobile sites to make it easier for consumers to search for items and make purchases from their phones. Consumers are job seekers, too, and they’re starting to expect the same kind of user-friendly experience when shopping for a new job.”

On mobile usage’s remarkable growth in the past few years:
“The growth of mobile usage alone is phenomenal. Just look at Google’s numbers: In 2010, 4 percent of Google’s searches was generated from mobile devices. Last year, that number went up to 14 percent and by now I suspect the figure to be at 20-25 percent or higher. The numbers are becoming big fast, and it’s happening for career-specific behavior as well. Right now, CareerBuilder averages around 3.5 million page views per day across our entire mobile platform. When we first launched our mobile site, we quickly grew from 30,000 to close to a million users a month. In the last two years alone, traffic has increased tenfold.”

On the unique advantages and opportunities mobile recruitment provides:
“If you think about how people utilize mobile search – it’s so fast and so quick, it literally takes two minutes for a candidate to find out about an opportunity and apply.  The opportunity never existed before to reach people any time and so quickly, but now, candidates are always on their phones. It takes less than 120 seconds to grab people from offline media and send them to your opportunities online with QR codes, and immediately give candidates a glimpse into your brand or company.”

On why “waiting to see” just doesn’t cut it:
“I talk to companies all the time about mobile recruitment, and they’re hesitant to get started because they want to know, ‘What’s the ROI today?’ There are a lot of big questions and, because it’s so early, we don’t have all the answers yet, so right now, a lot of companies are just waiting to see where this goes.  The reality, however, is that those companies that adapt now will have the greatest advantage.  The time to take advantage of this opportunity is now. If even 1 percent of your traffic is from mobile users, get on it. We saw mobile traffic to CareerBuilder’s site increase from less than 1 percent to almost 10 percent in just 18 months – that’s incredible growth of very large numbers. A lot of people are migrating to mobile, and it’s time for companies to take notice and take advantage of that.”

On evaluating your current career site:
“Go to your career site from your smart phone. First of all, how long does it take to load? A good mobile site should load in three seconds or less. Most people are not going to stick around and wait for a site to load. Next, how easy is the site to navigate? If a job seeker really wants to work there, they’ll tough it out, but otherwise, they aren’t likely to stick around. If your site isn’t optimized for mobile use, go look at a careers site that IS and experience the difference. It’s significant.  All of these companies that are spoiling mobile users by providing easy navigation – guess what? It’s working to their advantage.”

On the long-term effects of not going mobile:
“When I go somewhere from my phone, and I can’t navigate the site, I’m gone.  That’s what’s happening to job seekers. If you’re not making it easy for them, you’re losing them, and the effects aren’t just short term. Eventually, it’s going to have a negative effect on your employment brand.”

On the most important thing to keep in mind when it comes to mobile technology:
“Go for the user-experience. Don’t just put a Band Aid on it. Put effort into creating and maintaining a clear, clean, fast and easy-to-navigate mobile site. That is the perfect user experience. The user experience is what will set you apart and keep job seekers engaged.”

Have you started implementing mobile marketing techniques in your recruitment strategy? If not, what’s stopping you?

Move Your Recruitment Strategy Forward by Taking a Step Back

November 8th, 2011 Comments off

take a step back to evaluate your recruiting effortsIs your recruitment process based on what you know about job seekers…or what you think you know about job seekers?

If there’s one thing over 15 years of in-depth research on job seeker behavior and perceptions have taught us, it’s that now, more than ever, experience matters when it comes to the ability to drive quality candidates to apply for your open positions.

A recent CareerBuilder and Inavero study revealed that top talent wants to engage with prospective employers and experience what it’s like to work for their company before they decide to apply to a position – and they’re increasingly utilizing emerging technology to do it.

How do job seekers really see you? Three questions to ask
If you’ve never taken a step back to consider the experience you offer candidates – from their perspectives – it’s time to do so now.  Below are three forms of emerging media candidates utilize today to find opportunities and research potential employers. In effect, they also provide employers the opportunity to interact with and engage with job seekers on their terms. The following exercises will help you see the experience you’re providing candidates – from their point of view.

  • Are You Mobile Friendly? Try searching for jobs at your company from your mobile device. Is your company’s career site “mobile-friendly” and easy to navigate? Are the pages easy to view and read? Can you easily search for and retrieve opportunities and information about your company? The rate at which people are using mobile devices to exchange information is growing exponentially – and it’s showing no signs of slowing down. If you don’t have a ‘mobile-friendly’ website that enables easy navigation and viewing, you’re missing out on a crucial opportunity to reach the growing number of job seekers who search for – and share – opportunities and information on their mobile devices.
  • Do You Engage on Video? Enter the term “work at [your company]” on YouTube. Then do the same for your competitors. If you were a candidate, which company would capture your attention more? As the fastest-growing medium for consuming content, videos have an ability to engage candidates and tell a more complete story that is unmatched by any other medium. They are also easy-to-create and can live on nearly any platform by which job seekers search for jobs (job boards and search engines, social networks, company websites, etc.). From “day in the life” videos” to employee testimonials, video gives companies an edge in offering job seekers a peek into the experience of what it’s really like to work for an organization.
  • Are You Social? Enter the term “work at [your company]” on Google. If you were a candidate, would you be impressed by what comes up? Now do the same for your competitors. How does your company stand out in the social space? (Or does it stand out at all?) Social media is where all of the above come together. Social networking is now the number one reason people go on the Internet, providing employers the opportunity to reach job seekers where they are truly engaged. What’s more, they can utilize social media to reach job seekers on their mobile devices and share video content with them as well (as discussed earlier).

Perception is reality when it comes to your employment brand. Only when you take a step back and truly evaluate the experience you’re offering candidates the way they see it – especially as it compares to your competitors – can you then move forward and create a more compelling reason to drive candidates to your company.

Beth Prunier is an Area Vice President at CareerBuilder, LLC, where she is responsible for sales strategies and revenue growth within the Enterprise Sales Group. This includes field sales people as well as in inside sales team in Chicago. In her role, she covers a variety of Fortune 5,000 companies located throughout the Northeast.

Exclusive webcast: Join CareerBuilder’s Area Vice Presidents Chuck Loeher and Beth Prunier on Tuesday, December 6 at 11 am CST for Future of Recruiting: Are You Prepared for What’s Ahead? In this complimentary webcast, recruitment experts Loeher and Prunier will discuss the changing recruiting environment, how employers are responding and what you can do now to position your own firm for long-term, sustainable growth. Learn more or register here.

Job Seekers Show the Way for Forward-Thinking Employers

November 2nd, 2011 Comments off

Want to recruit top candidates? Start imitating them.

A recent study conducted by CareerBuilder and Inavero indicates that over the past several years, job seekers have developed a highly complex, multi-faceted approach to the job search, in which they utilize today’s sophisticated technology to their advantage.

According to the study, job seekers today now utilize five specific methods to ultimately find their next job:

  • Search engines to find company, industry and job-specific information.
  • Vertical sites (such as job boards and aggregators) for jobs that fit their qualifications and have a great company behind them.
  • Social media sites like Facebook, Twitter and LinkedIn to post and share content.
  • Corporate and career sites to find relevant news and information about specific companies.
  • User-generated content sites such as Glassdoor.com to get a better sense of what it’s really like to work for a company.

As evidenced in the Inavero study, job seekers today are accelerating their efforts, using the opportunities they find on job boards as the starting-off point of a more in-depth search to find the opportunities – and the companies – that are right for them. It’s time for employers to do the same. By taking a cue from job seekers and applying this efficient, proactive approach to their candidate searches, employers can create a more efficient, effective recruiting process.

Five things today’s job seekers can teach employers:

  1. Go mobile: The fact that over 300 million Americans use mobile phones today – and that mobile searches are up 130 percent over the past year – indicates a significant shift in the way people search for information. Not only are job seekers utilizing multiple channels to search for jobs (as shown above), but they’re also using doing so – increasingly – from their mobile devices. This shift in behavior opens up a huge opportunity for companies to reach job seekers anywhere, at any time of day. One of the smartest things you can do now to prepare your organization for long-term success in capturing talent is to mobilize your careers website.
  2. Clean up your online reputation: Well aware that companies now check social media to screen candidates, the smartest job seekers proactively make an effort to clean up their social presence. Companies need to do the same. Thanks to the information available through social media and search engines, companies are more transparent than they’ve ever been. Job seekers can easily get information about a company’s organizational culture, the experience of working there, and what other employees think about the brand. Thanks to the vast reach of social media, companies also have the opportunity – and the need – to see what people are saying about them (on Facebook, Twitter or LinkedIn, for example), become more robust in their employment branding efforts, and reach job seekers at every touch point.
  3. Take ownership of the skills gap: : A CareerBuilder survey from earlier this year shows that many job seekers have begun going back to school to learn the in-demand skills that make them more desirable job candidates – and several have even switched careers. But the burden of closing the widening skills gap shouldn’t fall solely on job seekers. Companies have to take it upon themselves to reskill workers – and there are a number of (cost-effective) ways to do so. Consider just a few of the following options:  
    • Create a mentorship program within the organization
    • Partner with local colleges to offer training and recruit interns
    • Set up a tuition reimbursement program or development program
    • Promote from within the company
  4. Focus on culture: The vast majority of job seekers (roughly 70 percent, according to the Inavero survey) say they would accept a lower salary to work for a company with a strong employment brand. Just as it influences a candidate’s decisions to accept an offer, culture should also play just as much of a role in an employer’s decision to hire. Author and business strategist Amber Naslund advises employers to “hire for culture, train for skills,” which means, hire people who truly believe in the mission of the organization and are passionate about its success. You can’t train for attitude, but you can train for skills. And what’s more valuable to the organization in the long run? (The added benefit is that these employees will likely end up being strong brand advocates.)
  5. Do your research: The most in-demand candidates choose their employers wisely. As noted earlier, they not only have access to more information than ever, but they take advantage of it, too – by utilizing multiple channels to research the companies to which they apply. Whether they realize it or not, employers also have access to in-depth, accurate intelligence on job seekers as well. Data intelligence – if applied well – provides employers the insight they need to create a smarter, more efficient recruitment strategy. For instance, employers can utilize marketplace intelligence to pinpoint exactly where the supply and demand for people with their desired skill sets and experience levels are highest. In effect, they can find answers to such crucial questions such as, “Are we seeking talent in the right places? Is the talent we need even available? Who are we competing with for talent and what are they offering that we aren’t?” Without this valuable intelligence, employers simply can’t make the most informed recruitment decisions.

Bottom line: If what you’re doing now to bring in the talent you need isn’t working, you need to change what you’re doing. It’s as simple as that. In order to truly meet the demand for talent, today’s employers need a change in strategy. Perhaps Peter Capelli said it best in a recent Wall Street Journal article in which he calls for “a fundamental change in business as usual.” Because when it comes to recruiting in today’s job market, recruitment as usual just won’t cut it anymore.

Chuck Loeher is an Area Vice President at CareerBuilder, LLC, where he is responsible for sales strategies and revenue growth for companies ranging from Fortune 1000 to midsized businesses throughout the U.S.

Exclusive webcast: Join CareerBuilder’s Area Vice Presidents Chuck Loeher and Beth Prunier on Tuesday, December 6 at 11 am CST for Future of Recruiting: Are You Prepared for What’s Ahead? In this complimentary webcast, recruitment experts Loeher and Prunier will discuss the changing recruiting environment, how employers are responding and what you can do now to position your own firm for long-term, sustainable growth. Learn more or register here.

CareerBuilder Remembers Steve Jobs In Our Own Insanely Great Ways

October 6th, 2011 Comments off

Steve Jobs, 1955-2011

Apple has lost a visionary and creative genius, and the world has lost an amazing human being. Those of us who have been fortunate enough to know and work with Steve have lost a dear friend and an inspiring mentor. Steve leaves behind a company that only he could have built, and his spirit will forever be the foundation of Apple.

No words can adequately express our sadness at Steve’s death or our gratitude for the opportunity to work with him. We will honor his memory by dedicating ourselves to continuing the work he loved so much.

Tim Cook, CEO of Apple

Yesterday, we had to say our goodbyes to a man who’s been described as “a mentor and a friend” (Mark Zuckerburg), “a great man with incredible achievements and amazing brilliance” (Larry Page), “a visionary” (Barack Obama), an “iconic entrepreneur and businessman” (Meg Whitman), “clearly the most effective and successful American CEO in the last 50 years” (Eric Schmidt), and so much more by leadership figures, Apple employees, and admirers: Steve Jobs. Photographs of Jobs over the years have been shared in force — even some showing a side of him we may not normally see. (via @mike_matas)

Personally, I felt a deep sense of sadness yesterday as I heard the news, and I wasn’t alone. The remainder of my evening was spent reading and watching outpourings of #stevejobslegacy tweets, remembrances, articles, and videos from so many people around the world. Like many, I came back to this video, his commencement speech at Stanford in 2005 (if you haven’t seen it, it’s worth the 15 minutes of your time).

An outpouring of admiration

Wired posted a lovely tribute on its home page, and memes of #iSad and newly created tribute designs popped almost instantly. Reddit comments on the post relaying news of his death at last check had more than 8,000 comments, many of which have been personal anecdotes like “I would always trick or treat at his house” (with the inevitable “he only gave away half-eaten apples” jokes to follow) or “I accidentally hung up on Steve Jobs once” and the recounting of how Jobs called back, laughing.

Many sent, and are still sending, their thoughts, memories, and condolences to rememberingsteve@apple.com. The New York Times asked Twitter to discuss the impact of Steve Jobs’ work using the hashtag #stevejobslegacy, and they published their favorites here.  @stroughtonsmith was one of those people, who tweeted: “People leaving flowers at Apple stores; what other companies would expect something like that for their CEO?” So very true.

There’s a reason he was named the “world’s best-performing CEO in the world” by Harvard Business Review and “CEO of the Decade” by Fortune magazine. People didn’t simply leave flowers, either — a brand new Tumblr page dedicated to Apple store memorials shows the love and admiration people have for Jobs by displaying the photographs, candles (or images of candles displayed on their iPhones), bitten-into apples, and handmade signs left at stores around the world. Millions of people have also reportedly changed their Facebook pictures to honor Jobs.

CareerBuilder employees on what Jobs taught them

When I asked co-workers to send their stories about Jobs and what his life and leadership meant to them, it became clear right away that his legacy isn’t the same for everyone; he affected even a small group of people in such vastly different, but important, ways. Below are remembrances of Jobs from some of our own CareerBuilder employees:

“I always think about his last line from his Stanford address “stay hungry, stay foolish”. Stay foolish enough to believe you can change the world and hungry enough to make it happen. I watched it again when he announced his resignation. I showed it to our company at kick-off this year also. It provides terrific advice on life and business from the greatest CEO of our generation.”

– Matt Ferguson, CEO

“Steve Jobs was all about focus. It’s true that he dreamed big and took all sorts of risks to deliver on his vision, but what made him successful was that he knew when to block out the background noise and never to waver from his goal. He didn’t believe in focus groups and he didn’t care what analysts thought about his financials. He simply wanted to take the ideas in his head and do everything in his power to bring them to life.”

-- Rosemary Haefner, VP of Human Resources

“Certainly Steve Jobs was a great innovator and visionary, but as a leader I think his ability to inspire his employees to demand the best from themselves to give the best to Apple customers is what enabled him to create the most loved products and most valuable company. Sometimes the tactics were controversial, but you can’t argue with the results and a legacy that leaves his employees continuing to ask “What would Steve do?

While most people comment on the design and ease of use of the device, for me it has impacted me more from the fact that so many people and organizations are creating content that can be so quickly consumed on the device.   Netflix movies, educational or zombie-based games for my kids, TED talks, industry news shared through my social and professional network, all of this is possible because of Steve Jobs’ vision and ability to execute without compromise. I’m enjoying discovering on my iPhone today quotes and favorite articles from my network discussing the impact Steve Jobs had on each of them and the world.

-- Hope Gurion, Chief Development Officer

“When asked about his favorite Apple product, I’ve always read that Steve said he was most proud of the work they didn’t do. Meaning one of the attributes of their success was not to spread themselves too thin chasing down every idea that they stumbled upon, but forcing themselves to only focusing on the products that they really believed could be ‘insanely great. ‘This is much harder to do than it sounds, because all great ideas are not created equal and resources are scarce, so being able to make a bet and pick the right thing to work on, at the right time, is an amazingly valuable skill.”

“Personally, 10 years ago iPod allowed me to reconnect with my music. At the time I had hundreds of CDs all over the place and the level of effort involved in finding songs I wanted to hear increased exponentially the more music I bought. It got to the point that I would get excited about hearing a song, but I would talk myself out of it when I thought about how painful it was to find the music. iPod changed that in a profound way. It put the songs back at my fingertips and helped me rediscover how important music is. How do you value something like that?”

 – Paul Simmons, Website Development Director

“Steve Jobs, both because of his own way of seeing the world and the people he has used to create Apple’s products and culture, has done more to bring the role of design beyond just making things pretty and into the role of how things work, what it’s like to use them, and why they exist in the first place than any other person. Maybe ever. This has changed everything for many of us, from the way we create things to the way we expect them to be created.”

– Jonathan Stegall, Interactive Designer

“You don’t need everyone’s approval in order to be a success; if you really believe in your dreams nothing else can get in your way. To me, he really is the only person that truly embodied that. He went through a lot of misfortune in his short life but saw all those misfortunes as opportunities. Way too often people get sidetracked by a bad day or a negative opinion. Jobs was an adopted child, a college dropout, was fired from the company that he created, diagnosed with cancer, etc… but never let any of that break him down. Your life is what you make of it and you have control over all the obstacles that come your way. That is something that I always try to remember and something far too many forget.”

– Susan Densa, Graphic Designer

“My background is in music. With the advent of iTunes the delivery vehicle of music changed from physical to digital. This had profound impacts for the preservation and revitalization of many great recordings, since many were presumed lost and/or out of print since manufacturers would not realize a return on investment to distribute them. With iTunes, many of these titles are available again. Wonderful!”

 – Michael Taylor, Senior Director, Client Support

I think we can all agree that Steve Jobs saw things a little bit differently — and that our world is the better because of it.

It’s Your Turn:

What will you remember most about Jobs?

New Media Calls for New Recruiting Strategy | Free Webcast

September 28th, 2011 Comments off

Do you realize…

…one in two job seekers want to find and engage with companies in social?
…80 percent of companies use social media to recruit?
…12 percent of job searches are done via mobile devices?
…54 percent of job seekers are more likely to apply to your job at your company after they follow you on social media?

Yesterday, CareerBuilder’s Vice President of Corporate Marketing and Branding, Jamie Womack, along with CareerBuilder Area Vice President Andrew Streiter discussed these very findings in the featured webcast, Going Social: How to Leverage Social Media In Your Recruitment Strategy

In addition to these findings, they also gave practical tips for employers on the best ways to leverage emerging media to strengthen employment branding and recruiting efforts, including…

…the latest tools, trends and techniques for attracting top talent
…what emerging media are and what they mean for your business
…how to integrate emerging media into your current recruitment strategy

Missed the webcast? Download it now at www.careerbuilder.com/GoingSocial.

Keep the conversation going – use #CBGoSocial on Twitter…

During the webcast, participants were urged to join in the conversation by following and posting the hashtag #cbgosocial on Twitter! Visit Twitter and search #cbgosocial and put in your own two cents!

Related articles:

Think Like a Marketer to Capture Top Talent

September 7th, 2011 Comments off

The one change you need to make to get a better quality of candidates may just be your mindset.

If you really want to know what it takes to recruit today’s best candidates and stay competitive in the market for top talent, it’s time to stop thinking of yourself as a recruiter and start thinking of yourself as a marketer.

Why? Because essentially, as a recruiter, your goal is no different than that of a marketer’s: to convince others to invest in a certain product or service. When it comes to recruitment, your company is the product you want job seekers to purchase.

Marketing to Job Seekers
All job seekers are consumers; therefore, the way they decide which jobs to apply to and which companies to work for mirrors the way consumers today make purchasing decisions. With increasing frequency, they base their decisions on research and peer recommendations gathered from websites, social networks and various emerging media.

Once you understand that your employment brand is your product and job seekers are your consumers, you can create your strategy around that. Start thinking like a marketer using the following steps:

  1. Consider your audience as you create your selling point. There’s a reason CareerBuilder has put 15 years’ worth of time and resources into tracking and analyzing job seeker behavior. It’s the same reason marketers invest in focus groups and customer feedback surveys. Consumers make the call on what the latest trends are, not marketers. Marketers simply follow their leads. Likewise, as a recruiter, you have to understand how and where your candidates are searching for jobs and what they want from prospective employers. From there, you can create your selling point: a message that compels job seekers to want to learn more about your company, what benefits they gain when they come to work for you and what incentives they get for staying loyal to you.
  2. Embrace emerging media. The most successful marketers recognize the power of emerging media. Emerging media are the various communication channels – such as social media, the mobile web and online video – that have surfaced in the last few years, but are yet to be considered mainstream. The rate at which users are embracing these channels, however, is unprecedented, underscoring an incredible opportunity for employers to reach job seekers at a faster rate, on a wider scale and on a more engaging level than ever before. But it’s not just consumers who are utilizing these technologies; increasingly, job seekers are utilizing these emerging media to research jobs and prospective employers.
  3. Appeal to your audience’s emotions. Marketers strive to connect with consumers on an emotional level in order to earn their trust, business and loyalty. Employers can do the same with potential employees. Establishing an emotional connection with job seekers may sound like an unconventional recruiting tactic, but today’s job seeker experience has changed vastly over the last few years, and it requires a different approach to the recruitment process. Recruitment videos are one of the best ways to connect with job seekers on an emotional level, particularly when it comes to employee testimonials. Up-close-and-personal stories from real life employees captured on video provide a more personal experience for candidates, who get to witness what it’s actually like to be a part of something that’s bigger than them.
  4. Allow your audience to take your product for a test drive. Creating an online recruitment video for job seekers is also like giving out a free sample of your product.  By seeing a tour of the facility, “meeting” the leadership team or watching employees as they go through their day and discuss their experiences, candidates get to see before they buy – in a more engaging and realistic way than flat copy in a job posting could ever provide.
  5. Make their purchasing experience easy. Today’s consumers are used to “one click” features on sites like Amazon.com, which enable them to make their purchase almost immediately. While a job application might necessitate a few more steps, your online application process should still be as user-friendly as possible. The more hoops candidates have to jump through to apply for your positions, the less likely they are to complete the process. It’s also worth noting that retail companies always send post-purchase emails enabling them to review their orders and get updates on the statuses. Give candidates the same treatment: They’ll appreciate knowing their application didn’t just disappear into a black hole and it will save you the trouble of fielding calls and emails calls from confused and frustrated applicants.

Above all, the one thing you need to know about the marketer mindset is that consumer is king. When it comes to the most effective way to market your positions, it’s not about what you think you should be doing; it’s about what your target audience is doing. If you don’t know what your target audience wants – how they want to receive information and interact – you can’t put a strategy around it.

Understand your audience, and the efforts you make to recruit them will be that much more effective.

Jamie Womack is Vice President of Corporate Marketing and Branding at CareerBuilder, LLC, where she directs the development of strategic marketing for the corporate marketing team and focuses on the recruitment needs of employers of all sizes.

Exclusive webcast: Join Jamie Womack and CareerBuilder Area Vice President Andrew Streiter on Tuesday, September 27 for Going Social: How to Leverage Social Media In Your Recruitment Strategy, wherein they discuss the best ways to leverage emerging media to strengthen your employment brand and find the best talent for your organization. Learn more or register at www.careerbuilder.com/GoingSocial

Emerging Media: The Best Opportunities You Aren’t Taking Advantage Of

August 31st, 2011 Comments off

Job seeker behavior has changed remarkably in the past few years. So why hasn’t your recruitment strategy?

In this competitive market for talent, it is imperative that employers be at the forefront of what job seekers find accessible. With today’s emerging technologies job seekers have come to expect a more interactive experience when it comes their job search. In order to meet the needs and desires of top talent, employers have to meet them halfway.  The smartest employers are taking advantage of today’s emerging media to connect with job candidates where they work and play, and deliver a more interactive and engaging job seeker experience.

Two forms of emerging media employers need to take advantage of right now are mobile and online video technology. Not only are mobile and video technologies surprisingly easy to implement into your overall recruitment efforts, but they are a must for any employer who hopes to remain competitive in the new recruitment landscape.

Mobile: The New Desktop
According to the latest findings from Pew Research Center, 83 percent of Americans currently own cell phones, nearly half of whom (44 percent) use their mobile devices to get access to the internet. This finding highlights the opportunity mobile devices offer employers to reach job seekers anywhere, at any time. The opportunities to use mobile technology for recruiting are vast, ranging from mobile-friendly websites that enable easy job searches on the go; to quick response (QR) codes that point smartphone users to job listings; to text alerts informing candidates about recruiting events and opportunities.

Regardless of size or industry, every company needs to take advantage of mobile recruiting opportunities. Increasingly, job seekers are using their mobile devices to receive job alerts, search jobs and research companies. It won’t be long until this behavior is commonplace, and those companies that do not embrace this technology are losing out on candidates every day.

Video: An Underutilized Advantage
For all of its power to influence and engage people, video is one of the most underutilized recruiting tools out there today. One thing CareerBuilder has seen consistently throughout our 15 years of research on job seekers is their desire to work for companies that care about their employees, work for the greater good and are at the forefront of innovation. Video enables companies to get this message across better than any other medium, because it enables candidates to really see and hear what the true employee experience is like. The evidence supports this finding, too: According to CareerBuilder internal data, job postings with video icons are viewed 12 percent more than postings without video. On average, CareerBuilder customers receive a 34 percent greater application rate when they add video to their job postings. At the same time, only 10 percent of job postings include video, underscoring a major opportunity for employers to take advantage of this technology and differentiate themselves from their competitors.

Dispelling the Myths of Emerging Media
Change can be intimidating, but companies that fail to embrace these emerging media are only cheating themselves out of the opportunity to reach the growing number of qualified candidates who utilize this technology for their job searches. If what’s holding you back is the fear that implementing these technologies is too expensive or simply more trouble than they’re worth, consider the following popular misconceptions about emerging media.

Myth 1: It’s expensive. It’s surprisingly inexpensive to send text messages, create QR codes or create a mobile-friendly career site. Likewise, video is also inexpensive to produce, and it can be as easy as creating a video yourself and posting it (for free) on YouTube. It may not be the most polished video, but it’s a way to start the process and see how much feedback it generates.  From there, you might decide to invest in a more streamlined production process to get an even better return. Implementing mobile and video recruiting efforts can be an investment, but when you look at the return, cost should be an afterthought.

Myth 2: It’s too complicated. Mobile technology can feel like somewhat of a black hole for employers; however, integration with mobile devices is surprisingly simple, and the time it takes to build a mobile website is minimal. The same can be said for video. As mentioned above, uploading video onto any online platform – from a video-sharing site like YouTube to the company career site – is increasingly easy.  When in doubt, consult a third party expert to help you navigate these technologies for the best possible ROI. You won’t regret it.

Myth 3: It’s a trend. If there’s one thing to take away from this article, it is that emerging media, such as mobile technologies, social networking and video, is not going away. Consider the following statistics:

  • In 2010 alone, the worldwide mobile phone market grew by 18.5 percent.
  • More than 5 billion text messages were sent on a daily basis in the U.S. in 2010
  • In the last quarter of 2010, smartphone sales surpassed that of PCs, according to the International Data Corporation (IDC).
  • During the course of 2010 CareerBuilder saw over 400 percent growth in job searches on our mobile career site, and the number of job seekers storing resumes on their phones using CB’s iPhone App increased by over 350 percent.
  • Web pages with video are 53 times more likely than pages with just text to show up on the first page of Google results
  • Internet video is now 40 percent of consumer Internet traffic, and will reach 62 percent by the end of 2015.

These are just a few of the findings that underscore both the reach and power of emerging media, as well as the need for employers to adapt their recruiting efforts to keep up with mobile usage trends. As these technologies become the norm for candidates as they search for jobs and research companies, employers need to adjust their recruiting efforts accordingly to remain competitive. In other words, you might not be taking advantage of emerging media, but your competitors are. Don’t get left behind.

Andrew Streiter is an Area Vice President at CareerBuilder, LLC, where he is responsible for developing human capital strategies for organizations ranging from Fortune 1,000 companies to mid-sized businesses throughout the US.

Exclusive webcast: Join CareerBuilder Area Vice President Andrew Streiter and Jamie Womack, CareerBuilder’s VP of Corporate Marketing, on Tuesday, September 27 for Going Social: How to Leverage Social Media In Your Recruitment Strategy, wherein they discuss the best ways to leverage emerging media to strengthen your employment brand and find the best talent for your organization. Learn more or register at www.careerbuilder.com/GoingSocial

New iPhone App Creates Recruitment On The Go

July 13th, 2011 Comments off

You might call it the biggest anticipated iTunes release since The Beatles…

Today, CareerBuilder announced the release of its CareerBuilder for Employers iPhone app – available for a free download on iTunes.

Job seekers have long been using CareerBuilder’s original iPhone app to search for jobs on their mobile phones, but now there’s a place in the app world for employers, too. CareerBuilder for Employers gives employers access to job candidates anywhere, at any time directly from their mobile device. The application, called CareerBuilder for Employers, is available for download at iTunes.

“Being able to reach potential employees wherever you are provides a whole new level of speed, efficiency and convenience to recruitment,” said Brent Rasmussen, President of CareerBuilder North America, in today’s release. “Our new app is designed to help employers quickly connect with the fast-growing population of mobile job seekers and get a leg up on the competition for talent.”

App Features and Benefits
CareerBuilder’s new app enables employers to sync directly to their existing CareerBuilder accounts and provides the following features:

  • Employers can call, email, or send a letter to the applicant directly from their iPhone
  • Employers can save a candidate to a folder in their CareerBuilder account for later review
  • Employers can flip through applicants by swiping left or right on the application or use the page button at the top right
  • Employers can receive push notifications when new applications are available for review

Best of all, the app is free to everyone who wants to use it.

Speaking of (Free) Mobile Recruitment Resources…
feel, ahem, free to download our new eBook, The Evolution of Mobile Recruitment: What It Is, Why It Matters and Where to Start.

Recruiting Mobility: 4 New Ways to Reach Candidates Anytime, Anywhere

June 24th, 2011 Comments off

Mobile recruiting Earlier this month, I discussed the ways mobile marketing efforts can enhance a company’s recruitment efforts.

For instance, not only does mobile marketing provide a fast, convenient way to alert job seekers to opportunities and stay in touch with them, but it also helps you stand out among those who aren’t yet using mobile means to reach job seekers…just to name a few.

Now, if you’re ready to take that very special next step in your recruiting efforts, here’s your quick-and-easy guide to the various mobile recruiting techniques you can try:

Four Opportunities in Mobile Recruitment

Quick Response Codes: QR (quick response) codes are barcode-like squares that, when scanned with the camera found on most mobile devices, direct users to a specific mobile website.  For recruitment purposes, they’re an easy way to direct job seekers to your careers site (just take it from Ernst & Young). Here are a few quick ways to get started:

  • Cre­ate a QR code for your com­pany job board and print it on com­pany promo cards to dis­trib­ute to attendees at career fairs and networking events.
  • Embed QR codes on company brochures, business cards, presentations, hand-outs, and other promotional items to drive prospective candidate to your careers website.

And thanks to the many free QR code generators online that let you simply type in a destination URL, creating QR codes is surprisingly quick and inexpensive.  (Note, however, that because not everyone has a smart phone that responds to QR codes, you should always pro­vide mul­tiple avenues for the dis­sem­i­na­tion of information.)

Text Alerts: Recruitment SMS alerts enable you to alert job seekers to new and open opportunities in real-time.  You can also use SMS notifications to communicate other recruitment messages, including the following:

  • When a candidate has made it to the next round of the application process.
  • When companies require an interview.
  • When career events take place, according to where the candidate lives.

Companies like AT&T are using this technique already. Anyone can sign up on the careers section of AT&T’s website to join the company’s Talent Network and receive hot job leads via text message based on location and job type.

Mobile-optimized Websites: ERE’s Dr. John Sullivan recently argued that one of the reasons corporate careers sites are going the way of the CBS Evening News with Katie Couric is because they aren’t keeping up with mobile trends.

With over 300 million Americans using mobile phones – and mobile search up 130 percent over the past year – it’s increasingly important that organizations optimize their careers site for easier mobile viewing. Otherwise, they risk missing out on the millions of job seekers who are searching jobs and companies from their phones.

Creating an optimized version of your website should be simple and relatively inexpensive. Keep the content simple and focus on the most important content. Hyatt has optimized its mobile site to enable potential candidates to search for jobs, view mobile video from YouTube, link to the company’s various social media sites and read up on company information.

Apps: AT&T, Raytheon and Deloitte are just a few of the companies that have successfully implemented smartphone apps into their recruitment strategy.  While customized apps are ideal for bigger companies with a steady opening of jobs, employers of all sizes benefit from apps if the websites that advertise their jobs on have apps.

For instance, any organization with postings on CareerBuilder.com can potentially be found by job seekers using CareerBuilder’s job seeker app.  Additionally, employers can now use the new CareerBuilder for Employers app on their ends to find candidates, review their resumes and contact them - from anywhere at anytime - directly from their iPhones.

Have you made changes to your recruiting strategy in light of the current mobile trend?

Need a Reason to Go Mobile? We’ll Give You Five

June 9th, 2011 Comments off

Confession: Until recently, every time I heard “mobile,” I would immediately picture Randy Quaid’s Cousin Eddie saying, “That there’s an RV,” in reference to the makeshift mobile home he’s just parked in front of the Griswold house in National Lampoon’s Christmas Vacation.

Anyone else? No, probably not…

Lately, however, every time I hear the word “mobile,” I automatically think “recruitment” – thanks to the many conversations I’ve heard – and had – around the use of mobile as a recruitment tool over the past few months.

What these conversations often come down to is one simple fact: Employers and recruiters who don’t “go mobile” will simply get left behind.

Mobile technologies enable employers to reach the millions of job seekers who use mobile devices to search for jobs, research companies and connect with referrals. The sooner employers and recruiters realize this, the more competitive they will be in their search for top candidates.

Going mobile, however, isn’t about what you have to lose, but about everything you have to gain. In general, there are two major benefits to mobile recruiting:

  • Convenience: Many of today’s mobile devices offer all the same speed and capability of a PC, but with almost unlimited accessibility.
  • Immediacy: Mobile devices also enable users to  respond and react instantly.

5 (More) Benefits to Mobile Recruitment
If you want to delve even deeper into the benefits of creating a mobile recruiting strategy, consider these five:

  1. Better Branding: When you’re mobile, you’re already ahead of those employers who aren’t. The ‘mobile movement’ also enables you to broaden your social media recruitment efforts, as more job seekers use their mobile devices to check and update their various social media accounts while on the go.
  2. Better Targeting: Thanks to geolocation technology, employers and recruiters can target job seekers according to their exact location. No matter where job seekers are, employers and recruiters can locate job seekers anytime and anywhere, automatically connecting with them about real time job opportunities and career events in their area.
  3. Low Cost: Sending messages is far more cost-effective than advertising via traditional media, like newspapers, magazines, radio or television.
  4. Constant Engagement with Job Seekers: Gone are the days when people had to wait until they were at their homes or office computers in order to check email, search for information or log in to their social media accounts. Today, the first thing people do when they wake up is grab their phones and check their messages – and regularly check in throughout the day, right until they put the phone down to go to sleep. In short, mobile users are constantly connected.
  5. Higher Response Rates: Mobile phone messages appear more personalized, so they enjoy a higher response rate than traditional media advertisements. Not only that, but because job seekers enjoy more privacy on their personal mobile devices, they feel more freedom to respond without fear that colleagues will find out.

Another not-so-little benefit to using mobile marketing recruitment efforts? Adding mobile marketing efforts only enhances existing social media recruitment efforts. With faster access to the Internet, mobile users are increasingly updating their social media accounts via this medium.

Does your organization employ mobile recruiting efforts? If so, how? If not, why not?

Categories: industry news Tags:

The Mobile Recruitment Revolution

May 31st, 2011 Comments off

Woman applying to a job from her phoneBeep. Beep. Beep. Your alarm goes off at 7 a.m., and your personal bot removes you from your bed, super scrubs your skin, slips on your socks (no need for shoes), flosses your teeth, makes your synthetic protein shake, puts you in your moving recliner, and programs your entire life.  Well . . . at least in the world of the creative geniuses at Pixar who created Wall-e. While we may not quite be there, yet, we are definitely heading to a technology-enabled mobile world where desktop computers, TV remotes, GPS devices, cell phones, e-readers, credit cards, portable gaming systems, and who knows what else will be on our e-device.

Indeed, mobile is taking off. Today, there are 91.4 million mobile internet users in the United States and this will jump to 132.5 million—a whopping 41.5 percent of the U.S. population—by 2015, according to eMarketer.  And of those folks who are already connected via a Smartphone, they are ϋber-connected, with 89 percent using their device throughout the day according to The Mobile Movement study by Microsoft.

 So what are all these Smartphone users doing online? When they connect, 77 percent are using a search engine and 65 percent are social networking. Tablet users do even more. According to Nielsen’s Q1 2011 Mobile Connected Device Report, 77 percent of tablet users now use the device for tasks for which they formally used their laptop or desktop computers. And it’s no surprise why. People are using these mobile devices because they help us with our daily lives. For example, you can now watch a TV show while talking to your spouse and ordering dinner. Still think we aren’t going mobile before 2020? Think again.

Our connected world is forcing companies to go where the people are and speak to them in short, yet engaging snippets of content in the form of video, tweets, text messages, games, status updates, and oh so much more. However, even though human resources departments are optimistic about social media and mobile, they are late adopters of technology, social media, and mobile computing. According to Econsultancy’s “Social Media and Online PR Report 2010,” 74 percent of companies have no integration with social media within their human resource departments and only a measly 2 percent are well integrated. And since mobile technologies normally require information technology support that social media does not, I expect human resources to be a laggard in the mobile movement, as well.

Even so, this lack of technology isn’t stopping talent from researching employers, connecting with brands, and searching for jobs. In fact, CareerBuilder has seen more than a 270 percent increase in page views on its mobile website, Android app, and iPhone app from March 2010 to March 2011.

Plus, there are a handful of techno-savvy human resources departments leading the pack for the mobile recruitment revolution. Here is a smidgen with mobile apps to get you thinking. (And if you know of others, please post them with their links.)

  • PepsiCo Possibilities: mobile recruitment application for Android, iPhone, and iPad
  • AT&T Jobs: mobile job search app for the iPhone
  • Hyatt Careers: Android app for searching and sharing jobs
  • CTCA Jobs: The Cancer Treatment Centers of America® Android app for searching and applying to jobs

And if you don’t want to create an app, don’t.  Just optimize your current web site so it is mobile friendly. Does that mean you just put the same content up there to fit the screen? No. Make it as simple as possible for people to take action – yes, that does mean you shouldn’t make them scroll (at least on the home page). Give them exactly what they need so they can read it and take action. Here are some of the companies that already embraced the mobile job seeker:

Recruiting is marketing, and human resources needs to partner with marketing and technology, and get on board with the new communications revolution – short and sweet, where talent wants it, how talent wants it, and when talent wants it. To truly find the best people, human resources is going to have to hunt down the right candidates and capture them with content. Be the mobile bot that feeds them what they need and entices them to join your team – and start today.