The world has gone mobile. That’s old news. You’ve doubtlessly read several articles championing the importance of mobile-optimizing online job search. Still, only 23 percent of employers consider mobile-optimizing their recruitment venues a priority, according to a 2013 CareerBuilder survey of more than 2,000 employers. This even holds true for some of the most innovative and successful companies. Of the Fortune 500, only 99 host a career site with a mobile-friendly job-search process, and only 14 of those actually allow users to apply for jobs.
Despite many employers’ lack of prioritization in mobilizing their application process, job seekers are already on board. According to ComScore, 10.9 million workers searched for jobs using mobile devices in August 2013. That number is up from 3.8 million in August 2012. On top of that, 31 percent of Google searches for “jobs” now come from mobile devices.
The quantity of job seekers is there, so why aren’t the employers? keep reading…
If I were looking for a job and searched one at for your company on my mobile phone, what would I find? If you are like most firms, I will find a site heavy with text and hard to read on a phone screen. If I get even get to the stage of applying for a job, I would find it impossible without going to your career site.
If that describes your firm, you might want to think about developing a mobile-friendly recruiting process. keep reading…
The number of new LinkedIn features launched, one announced in Australia but many from its “Talent Connect” event in Las Vegas, is longer than a list of hangover cures for sale in Sin City.
A partial list of those announcements include the Talent brand index; sponsored jobs; college pages; a tool for events; “jobs for you”; LinkedIn Recruiter; and a talent pipeline tool.
LinkedIn is growing at about two members a second. About 30 percent of LinkedIn visits are coming from mobile devices, and it is those 30 percent who were the focal point of the company’s annual launches at its Talent Connect this morning in Las Vegas. keep reading…
What if you built a diversity website, marketed it, but no one showed up? This was the dilemma facing the Dallas Morning News. In an effort to reach the growing Hispanic market in Dallas, the News built and heavily promoted the targeted website “Al Dia.” Despite several months of promotion, traffic to the site was minimal, according to Russell Smeed, Dallas News sales manager. They were puzzled as to why this was happening, so they did additional market research into the Hispanic audience they were trying to target. keep reading…
It has been a year since we checked in with Microsoft, and talked about its work in improving its mobile phone application so that applicants would have an easier time applying.
“It really was a mechanism for showcasing content,” says Microsoft’s Heather Tinguely, “but for all practical purposes it stopped short of apply.”
In other words, unless you wanted to start researching carpal-tunnel doctors, you needed to go to your desktop to finish up your application.
No longer. keep reading…
College recruiting has been in the doldrums during most of the economic downturn, and as a result there have been few strategic changes in it, even though the rest of the recruiting function has undergone major shifts during the downturn. And just in case you haven’t seen it yourself, I am predicting that college recruiting demand is about to explode and the competition will soon reach previous “war for college talent” levels.
This resurgence of interest in college hires is due to a reviving economy but also because of the urgent need in a VUCA world for employees who are creative, innovative, fast-moving and who are comfortable with new technology.
If you are one of the corporate talent leaders who want to get and stay ahead of the competition, the time is ripe for re-examining your college program to see what needs to be done to update it. Start with the college recruiting staff. Make sure that it is staffed with data-driven, experienced recruiting professionals prepared for real change, rather than simply enthusiastic young people whose primary qualification is that they themselves are recent college grads. I’ve put together a list of the top 10 categories of strategic change that could literally propel your program into dominance. They are listed with the most impactful strategic changes appearing first.
Action Steps to Win “the War for College Talent” in 2014 keep reading…
Get mobile! Now!
Oh no, everyone’s mobile but us!!
If we don’t optimize for mobile, we’re dead.
Sound familiar? There is no greater hue and cry right now across the recruitment landscape than the “sky is falling” refrain of the “get-mobile” crowd. Google recently added to the anxiety when it announced that it would be rolling out changes to its algorithms designed specifically to improve search functionality for the mobile web. The takeaway: If your company’s website isn’t deeply optimized for mobile users, your search rankings are going to suffer.
Following this announcement, Larry Engel contributed a great piece to ERE.net examining just how Google’s changes may affect the recruitment and HR sector. In short, he theorizes that if your career page isn’t optimized for mobile, you could miss out on a good chunk of quality hires. And he’s right. keep reading…
An update from LinkedIn will make it easier for job candidates to use their LinkedIn profiles to apply for jobs. It’s explained more here. The upshot is that if you’re a LinkedIn Recruiter user, and you post a job, it should be easier for candidates to apply.
Those candidates can hit an “apply” button, make any updates to their profile after it’s called up, and then submit the application into Recruiter. It’s being launched today for English-speaking members.
Some other tiny tidbits in recent days: keep reading…
Are you prepared to lose up to a third of your job applicant traffic?
One of Google’s recent search algorithm changes will have a major impact on your recruiting efforts. It sends a clear message to recruiters that it’s already too late to be proactive about your candidate experience on mobile devices.
Here’s what’s happening: keep reading…
It was about five years ago that the State Department in the U.S. proposed putting together a careers application for smart phones. The government began development last year and launched this March, hoping to generate 10,000 downloads within a year.
Rachel C. Friedland, who wrote the proposal and was a leader of the project at the State Department, told me today that the department has hit its annual target — in 90 days.
When it comes to linking people to information and opportunities at scale, mobile devices represent “a perfect storm of opportunity” for driving engagement because they provide personalized information on demand. This allows companies to win customers through dynamic ads that are location- and context-specific and can be based on prediction of intent.
Statistics for mobile device uptake show that it is increasing exponentially over time such that mobile internet access is poised to overtake fixed Internet access by 2015.
This trend is even more pronounced in emerging markets such as India where mobile technology allows for the chance to skip over older technologies (i.e., land-based cables) that requires a deeper investment in infrastructure.
We are moving toward the global eventuality that an increasing number of things that we do on a daily basis will involve a mobile device. What seems less clear is a firm handle on where are we in our ability to really use these advantages in a consistent and strategic way when it comes recruiting and hiring. That’s what I’m going to talk about, below. keep reading…
CACI, the contractor in the U.S. that won the recruiting-department-of-the-year award in 2012 and was a finalist in 2013, launched a mobile app today for job-seekers.
CACI’s vendor of choice is AllTheTopBananas, a British company that has done work for Sodexo as well as some other high-profile companies.
AllTheTopBananas will announce some other big U.S launches soon.
As for CACI, you can use the app to join the “talent community,” check out CACI on Twitter, Facebook, LinkedIn, or YouTube, and search for jobs. Once you find a job you like, you don’t apply from your cell phone; you either save the listing, email it, or share it.
“Imagine what the world of recruiting would be like if Twitter, Linkedin, Foursquare, and Monster combined into one awesome social recruiting platform that provides an easy way for job seekers and employers to connect in real-time.” That’s how Cedrick Dunn, founder of the Social Jobs Board, describes his company.
The Denver company has been working on its launch since about November of 2011. Employers (offerings are summed up briefly here) broadcast their jobs from their applicant tracking system or career site. Job seekers upload and send resumes to employers.
Of course, that’s just one of a long list of new companies, betas, updates, and so on. Here are a few more: keep reading…
All the major mobile phone platforms today with apps also have advertising capability within the app itself. This doesn’t necessarily mean that recruiters need to become programmers, but it does mean that they have the ability to use mobile advertising within an application just as any other business does.
It may seem like a far-fetched idea to advertise within games and social media posting tools, but many businesses today are doing just this. keep reading…
During the newly reinvigorated and exciting ERE conference, two attendees posed related but powerful questions to me. The first was “What advanced topics should be on the agenda of recruiting leaders at elite firms?” Or as another put it “What should Google be planning to do next in recruiting?”
At least to me, future agenda items are an important topic. Because after visiting well over 100 firms, I have found a dramatic difference between the agenda items that are found on 95% of the firms (cost per hire, ATS issues, req loads, etc.) and the truly advanced subjects that only elite recruiting firms like Google, DaVita, Sodexo, etc. would even attempt to tackle.
So if you have the responsibility for setting agendas or recruiting goals, here is my list of truly advanced recruiting topics that elite leaders would find compelling but that most others would simply find to be out of their reach. If you want to be among the elite, you should select a handful for implementation. However, even if you are currently overwhelmed by your current agenda, you might still find them to be interesting reading.
25 Advanced Recruiting Topics for Bold Corporate Recruiting Leaders keep reading…
Marriott is launching a new application today for iPad users, aimed at European job seekers.
The app is (appropriately) called “Marriott Jobs in Europe,” and is in English, French, German, and Russian. It features stories of the hotel’s general manager, sales, housekeeping, and other employees consistent with the company’s theme you read about in December.
Evviva Brands helped develop the app, which is particularly targeted toward younger audiences. keep reading…
The fPhone is finally here. Facebook is launching its own brand of phones that put social networking front and center. With an estimated 650 million mobile users it was inevitable that Facebook would introduce mobile devices that integrate users more tightly with the site, allowing for faster posting, chatting, and commenting. They might even allow for voice calls (remember those?).
Facebook’s foray into mobile phones is a direct response to Samsung’s plans to develop a social network. Slated to launch this year, it is designed to rival Facebook. The project is codenamed Samsung Facebook (Brilliant! Who could possibly guess what that’s about?). The thinking behind the fPhone and Samsung’s network (I believe the official name will be Twitter Plus) is to control both content and the mechanisms through which it is created. Samsung dominates the mobile phone market and makes nearly a third of all smartphones sold worldwide — more than double what Apple does. All those smartphones are the source of huge amounts of content, which becomes the property of Facebook, Google, etc. This means that most advertising based on that content doesn’t accrue to Samsung. But the combination of mobile phones and a social network is a direct threat to Facebook’s business model.
I was on a road trip last week that took me to Tulsa which, it turned out, is a pretty cool city. When my itinerary changed, I needed to make some new hotel reservations. One hotel group kept insisting I had to download an app before I could find out if there was even an available room. Another wasn’t even close to being mobile friendly.
Those two groups got none of my business, small though it was. The one with the easy-to-use, click-and-confirmed, mobile-booking method got all my business.
That little “for example” came to mind when I caught this cool video on the Johnston Search blog. As Brian Johnston, the firm’s owner and blogger, said in posting it, “After you watch it, I can only imagine how you think about how technology (or lack thereof) will affect your recruiting desk.” keep reading…
To reach tomorrow’s corporate leaders, companies today not only need to have robust career sites, but they need to be as multichannel present as are the young men and women who want to work for them.
PotentialPark, the Swedish recruitment market research firm, says college students and recent grads turn in large numbers to corporate career sites for information about companies for whom they may want to work. But they also expect those companies to have a presence elsewhere, especially on places like Facebook, LinkedIn, Twitter, and on blogs, too.
The career site is fine for providing fundamental information about the company, but it’s one-way communication. Young adults want more interactivity, so they expect their future employer to talk with them on social media channels. keep reading…
We have all seen the stats: more and more people are using smartphones and tablets to connect to the web. We probably all use our own mobile phone to interact online every day. But what does this mean for recruitment? Do people use their handheld devices to research companies and find their next job? keep reading…