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.”