The Internet turned 25 last month.
When a special anniversary comes around, some people celebrate the changes while others view it as a sad reminder of the good ole days.
Looking back 25 years we can see how much the Internet has changed virtually every HR interaction. HR professionals must now cultivate a tech savvy eye for talent acquisition, an investigative approach to finding content, and an ear for pearls of wisdom in new technology solutions.
Enthusiasts will tell you these challenges have only made the function stronger and crucial to the success of a company; cynics will tell you it was easier back in the day. No matter what side of the dialog you're on, the facts remain the same… there’s no going back!
If it isn’t on my hand-held, it doesn’t exist
Mobile technology has created a new norm for “instant everything”.
Our demand for "instant" started with oatmeal and evolved to our instinctive move to conduct a Google search whenever we have a question.
We have the ability to find out just about anything on the internet, including a job candidate's social records (which has taken business from scores of background checking companies), salary comparison information/benchmarking data (that we used to have to pay for), and the latest technology solutions (including who is using them and what companies are best-in-class).
But HR is still lagging in two areas related to mobile: career site optimization and mobile interviews.
Career site optimization
Mongoose Metrics published a mobile readiness study in February 2012, and their statistics are staying right on track in today’s environment. They found:
Smartphone market share at the time was at 44% and it is expected to increase to over 52% by 2014. Mobile search at the time was approximately 9% of all searches. According to data from Adobe’s Mobile Experience Survey in 2011, 80% of users preferred mobile sites when searching for prices and product reviews. With so many indicators pointing to the strong and robust growth of mobile search, it is important to understand the rates of mobile readiness among website publishers in order to determine how well the industry is meeting the needs and preferences of mobile users.
The quick fix for the recruiting industry was to turn to mobile-recruiting-native apps (those you download and install), which met a growing need… at the time.
However, those in talent acquisition realized that having to download an app was an obstacle for the candidate during the discovery and application phases of their job search.
Today, career sites that are not optimized for mobile are missing big opportunities in capturing potential candidates and may also be hurting other online efforts.
Many recruiters are currently using search engine optimization (SEO) online marketing tactics to extend the life of a traditional online job posting. Doing this helps increase the company’s search engine page ranking and reach online job seekers.
But job postings deployed on a company’s career page must also be optimized so job seekers can easily view them on their smartphones or tablets. It's an effective way to reach active job seekers, and give them insight into your company’s culture and employment brand.
Here's where I disagree with the stance Tim Sackett took in his blog post Dispelling the Mobile Recruiting Myth. While people may not be using their smartphones to upload their resumes and apply for jobs just yet, they are using them to look for jobs and check companies out.
We know more and more people are viewing sites on smartphones and tablets. What’s next for our hand-held devices? Video interviewing.
We’ll pick up on that in a later post, but mobile interviewing on a handheld device is becoming increasingly popular as a standard procedure and great return on investment.
Think about it. We've done phone interviews and video-conference interviews for years. Why not use Skype™ or FaceTime?
Driving innovation in talent acquisition
If one of your drivers to innovation and creating a high performing culture is finding and securing top talent, then mobile optimization should become a priority for your talent acquisition activities. Remember, we have the ability to tap into the internet, from anywhere, anytime.
Your Turn: How are you leveraging smartphone and tablets to make your talent acquisition mobile?