Mobile is increasingly being used in every part of the HR and training process, as Lumesse's Liliya Apostolova explains.

The global talent pool is steadily becoming mobile; using smart devices to search for relevant jobs and even apply for them through mobile apps. According to a recent article in Forbes, 'over a billion job searches are conducted on a mobile device every month.' Savvy HR departments are always looking for ways to capitalise on this trend to revolutionise their recruitment strategies. The benefits of doing so are plentiful; faster processing and completion of the application and interview process, quicker communication, collaboration and sharing. Ultimately, this encourages better engagement with candidates and a better chance to attract and retain talent in a competitive job market. The Forbes article also found that, 'As a result, mobile-friendly career sites with intuitive job application processes are becoming an essential part of innovative recruiting teams worldwide.'

HR Managers are beginning to use mobile applications, in particular those that streamline the recruitment process.

However, this is only the first step to putting in place a mobile recruitment strategy. We’re moving into a new era of communications and the platforms on which to engage with talent are diversifying, with the advent and growth of wearable technology, Google Glass, and gamifaction. Where do they fit into the mobile picture of the future recruitment strategy? And are we doing enough with the tools and platforms currently available? These are all questions that HR professionals need to address.

Here are just some of the reasons why HR’s mobile strategy will be key to recruitment success.

Targeting (and keeping) top talent

Targeting the right talent is essential, but it’s only the first step. When the talent is found, many HR leaders let them slip through their fingers because they are poached by the competition. This is because, as McKinsey stated in a recent report, there is a shortage of talent globally. In fact, the company estimates that there could be an 18m person shortage in the supply of highly skilled, university-educated workers by 2020. When this happens, resources are wasted and it costs the business money in terms of admin hours spent. To help HR close the gap between talent identified and hired, technology has come to the forefront, especially that of mobile.

"HR is admin intensive, but technology can ease this burden, providing simple, repeatable and intuitive ways for employees to accomplish a range of HR-related tasks on their mobile devices."

The number of candidates using mobile devices to search and apply for new job opportunities is growing exponentially. Increasing numbers of people are using a variety of mobile devices not only to search for jobs, but also to prepare for new roles during their notice period. Mobile presents new and innovative ways to keep a new hire engaged with your brand in the lead up to their start date, reducing the risk of their being targeted by the competition.

Engaging the new wave of Millenials

The power of technology to enhance your search programmes will only increase as more Millennials enter the workforce, leapfrogging the scarcer population of 35-to-49-year-olds. As the first generation to have the internet and digital communications ingrained into their lives, Millennials are technology-dependent. Any strategy to communicate with this audience must have mobile as a key component: Millennials will gravitate towards businesses that embrace mobile. For instance, they are more likely to be drawn to companies that allow them to easily search and apply for jobs on their mobile, and that provide their managers and employees with easy access to systems regardless of where they are.

Saving time and resources

HR is admin-intensive, but technology can ease this burden, providing simple, repeatable and intuitive ways for employees to accomplish a range of HR-related tasks on their mobile devices. This can lead to incremental time savings across the business and within the HR team, allowing for time to be spent more productively spent elsewhere.

Solution

There are a number of ways that you can make the most of the advantages mobile brings:

• Use online training systems that enable employees to learn via mobile devices, as well as instant collaboration tools for the sharing of ideas or connecting with new colleagues in a way that makes a new hire feel part of the company culture from the moment they accept a position

• Enable social interaction on mobile devices - using technology platforms that allow simple and easy integration with your social channels will help

• Ensure that your talent management systems feature applications for contract and document management. This simplifies the lives of hire managers by helping them to meet best practice requirements. These also allow hiring managers to review and compare candidate applications for quick decision making on the move

• Consider mobile apps specifically designed for recruitment purposes. These can let HR and recruitment managers review candidate profiles in more detail on the go from their tablet or smartphone.

The mobile future

If this is where we are now, imagine what the future could hold as wearable tech and other new technologies grow. But in order to capitalise on the opportunities these devices provide, HR leaders need to stay ahead of the curve, and implement platforms that best meet their wider business objectives. If you are already using mobile platforms to their full potential, you will be better prepared for the next wave of tech – such as when job notifications are being sent to prospects’ Galaxy Gear watches, for example. HR managers need to consider this when selecting applications, exploring how it will help them in the long-term, rather than just answering immediate issues and challenges within their recruitment strategy.   

Liliya Apostolova brings over eight years of product marketing experience in the high-tech sector to her position as Senior Product Marketing Manager at Lumesse. Liliya has held progressive marketing roles in high-tech for both large organisations and small start-ups including Talent Technology, ActiveState, Faronics and ACL. She holds a B.Comm in Marketing from the University of British Columbia and is Pragmatic Marketing Certified