Workplace Insights
September 5, 2017

How Mobile and Social Are Changing Recruiting

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As the mobile footprint expands, so does the ability for a company’s recruiting efforts. We’re moving past outdated models of talent acquisition like job fairs, newspaper posts, and radio ads.

Just as a company needs to go where their customers are, human resources should be looking to be in the places their candidates are. Increasingly, that’s on mobile applications like LinkedIn, Indeed, GlassDoor, and even social platforms like Facebook. In the last year alone, 89 percent of employers indicated they found and hired a candidate from LinkedIn.

Recruiting to Mobile

Mobile technology has changed the recruiting game and it’s making the hiring and recruitment process more transparent and conversational. “In terms of how we relate with each other, it is so much easier now for a recruiter to reach out and just give someone a little nudge, ‘Hey, how are you? Just checking in,’” says Meghan M. Biro, founder and CEO of TalentCulture, and the host of a weekly podcast and Twitter chat about #worktrends.

When a candidate and a company first make introductions, it helps if a recruiter can very informally and easily share information that is relevant. A recruiter that can provide relevant and informal messages to potential hires shows that a company is more than just a faceless organization. “We can personalize our messaging very quickly and easily, and share relevant information or ideas with someone on a very informal level — not pushy, no overbearing, but clearly in a way that conveys interest,” notes Meghan.

In recruiting, there’s a premium put on relationships in the earliest stages of the hiring process -- great recruiters now have the tools to effectively reach out to an entire pool of talent and easily see who they talked to along the way. For someone searching and applying for a position on their mobile device, this is essential. It’s the place where they spend most of their waking hours, so your recruiting efforts should mirror those communication pathways.

“For generations for whom a smartphone is a vital part of their life, this is awesome,” Meghan says. “We’ve all read the studies about their preference for texts and the fact that they don’t always pay attention to emails, and they don’t tend to like phone calls. So mobile and social is pitch perfect.”

Along the entire path of an individual or an entire pool of potential candidates, it’s easy to gather data and metrics so that everything can be measured and understood to enhance processes and improve HR workflows.

Social Rewards

For the millennial generation, social currency is measured in comments, likes, and reactions.

In the hallways of HR, there’s been strides to riff on some of these themes by gamifying and rewarding employee recognition. When employees are so busy with their work, it’s difficult to get them signed up for an HR campaign. But, a company can take advantage of the social world their employees exist with something like an app.

Meghan says it’s been inspiring to see how a company’s brand and image can instantly change. “I love seeing companies transform their own work culture with the simple adoption of an app, and how surprised some managers are when they have an incredible participation rate,” says Meghan.

For some organizations, accepting this new mobile reality is a big hurdle. But, once you accept that your employees already exist, live and breathe in this world, it will make it that easier to hop on board the world of social and hopefully making strides to change your new workplace culture.

Boost Retention

Engaged and happy employees are more productive. By some measures, that number is over 12 percent and it has implications in other workplace areas beyond productivity like creativity and collaboration.

We know that motivating employees is important but it’s a challenging thing to tackle. Mobile and social has made it easier when it’s combined with recognition as a tool to drive engagement.

Even the tiniest of rewards has the benefit of positively influencing employee morale, and it’s a powerful lever that HR can use to help boost morale and engagement of other employees. All the metrics received can be used to analyze sentiment and understand issues long before they become bigger problems.

That last point is key, says Meghan. “Recognizing a weakness or an issue before it cascades into a full blown exit. Recognizing when a section of an organization may not be performing that well, and working to remedy that before you lose your best employees.”

How are you taking advantage of an always-on mobile work culture? Do you gamify your internal processes or HR workflows? We’d love to hear your story. Share yours in the comments and start the conversation about mobile engagement with our community.

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