Mobile Recruiting: Closing the Knowledge Gap

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As we discussed in the first installment of our mobile recruiting series, there’s an inarguable knowledge gap between tech and HR in most companies. The human resources and recruiting team understand the need for mobile recruiting solutions – we have to reach candidates where they are and when they want to reach us. The technology teams, however, who can help us reach those goals with the appropriate mobile solutions speak a different language. Admittedly, one we as HR and recruiting professional don’t speak fluently.

So how can we bridge the gap between the humans and technology that will come together to offer our companies the solutions our candidates demand? It’s a two-part process: education and example.

Education

There aren’t many of us in the recruiting world who could walk into our company’s web development staff and say with confidence, “Yes! We need an iOS and Android mobile app – definitely over a mobile (mSite) site.” That’s not necessarily a bad thing. But we need to be able to have better conversations so we can help our companies develop solutions to best serve both candidate and company culture.

We need to be able to educate our development teams so they can offer us viable solutions tailored to our needs, and if outsourced, provide accurate quotes to develop the proper product – the first time – to achieve the desired results.

Here are a list of questions we should be able to answer to help educate our development teams on the road to mobile recruiting capabilities:

  • Device Ownership: Does your target candidate need to be able to primarily access your mobile recruiting solution from a smartphone, tablet, or both?
  • Functionality: What does your candidate need to be able to accomplish via your mobile solution? Things like browsing available careers, completing an application, uploading a resume, completing a contact form, or event registration are all common activities for job seekers.
  • Target Demographic: What does your candidate base look like? Younger or older, local or applying from out of the area, tech-savvy or not so – having these answers will provide critical User Interface (UI) design information to your development team since they can get a better picture of who’s going to be using the mobile solution.
  • Goals: What does your HR team hope to achieve with your mobile solution? A higher application rate, greater traffic to the company’s main website, an increased recruitment mailing list, retention of non-hirable candidates as brand advocates – all are important answers to bring to your development team.

Examples

Tech professionals must be able to show the recruiting teams a variety of mobile solutions. This might mean doing a bit of legwork to gather multiple mSites and mobile recruiting apps already in the marketplace as examples. The result, however, is being able to walk into meetings early in the discovery process with the HR and recruiting staff and show them a wide variety of options.

Seeing different solutions at work is imperative so that both teams can work together to narrow down the parameters for the eventual answer. It’s amazing what can happen when your on-the-ground recruiting teams can touch, use, and feel the difference between apps and mSites. They know your company’s candidates best, and by knowing the technology they’ll be using, they can help you out in the future. Part of the interview process can be talking to candidates about their mobile experience and then passing along feedback that will help both teams continue to refine your overall mobile recruiting solution.

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