How Does Your Mobile Recruiting Strategy Stack Up to Fortune 500 Companies?

Mobile recruiting is getting big. In 2013, we talked a lot about the great advantages that mobile recruiting can bring to your company (if done right). And we also said that mobile recruiting was one HR trend that you should consider taking with you into 2014 and beyond.

Recently, IMomentous, a mobile talent engagement platform, made things interesting for mobile recruiting. In the third installment of their Corporate mobile Readiness Report, they specifically analyzed Fortune 500 companies and their current mobile recruiting efforts.

So how does your company compare?

It looks like you might be better off than you think, because according to the study, nearly 95% of the Fortune 500 doesn’t have a mobile optimized job application process for candidates.

Further research shows that while the number of companies with mobile career sites has tripled from 65 to 180 (since the first study in July 2012), there is still a lot of room for improvement.

Here is what the study found:

Out of 200 mobile corporate sites:

  • Only 71 of them have a link to careers
  • 41 of the links lead to a non-mobile career site
  • Nine (9) of those 41 companies actually have a mobile career site that is not linked

Out of 180 mobile career sites:

  • More than 60 percent do not redirect a mobile user, meaning a candidate searching for jobs on a mobile device may never find the mobile careers site
  • Only 26 allow a job seeker to complete an application; that’s just 5 percent of the Fortune 500

The most interesting thing the study found was that nearly one-third of the Fortune 500 met none of the criteria.

There are a few takeaways from this study—it’s a bit of a good news/bad news situation.

We’ll start with the bad:

  • The study found that most mobile recruiting sites aren’t up to snuff and could use some improvement. With that in mind, chances are, your company’s mobile recruiting site could use some improvement before you can say it’s efficient.
  • The study also found that most companies aren’t using mobile apps and that could prove dangerous (if you don’t have a mobile app) as we move into an age where potential candidates are getting more mobile-savvy.

Even if you find yourself in either of those situations, it doesn’t mean that you can’t “make some lemonade” out of those lemons.

Here’s the good news:

  • If you haven’t really pushed for a better mobile recruiting strategy, then you aren’t that far behind most companies, giving you some time to catch up.
  • If you do have a really good mobile recruiting strategy, then you’re well ahead of the game. Just stick with it and make some improvements.

Whether you’re just starting to consider a mobile recruiting strategy, or have one that isn’t in tiptop shape, there’s still plenty chance for improvement, and a chance to play catch-up. Many businesses are in the same place that you are, making 2014 a great time to improve and get ahead.

Mobile recruiting may not be everything, but it’s very likely that it will end up being a strong element of most companies’ recruiting strategies very soon—so get on board and get to work!

3 HR Trends from 2013 That You Should Take With You Into 2014

2013 saw its fair share of passing trends, but along with those trends came plenty of useful tools and tips, many of which we covered throughout this blog.

Not all trends come and go, though. To help you differentiate between what’s useful and what isn’t, we thought we’d spend some time today talking about 3 things that first appeared as passing trends, but will continue being useful into next year and beyond.

Have a look below:

The great candidate experience

With the way we’ve been talking about the great candidate experience, you could almost say that 2013 was the year of the candidate. In reality though, the candidate experience should play an integral role in your recruiting efforts, in 2014 and beyond.

Treating your candidates with respect will not only enhance your employer brand–it also ensures that any employees coming through your doors will feel welcomed and ready to take on the responsibilities that will shape your company’s future.

Social media

Time to face the music: if you aren’t using social media as a part of your recruiting arsenal, then it’s definitely time to start. Social media is now a big part of HR, from enhancing your employer brand to spreading your job postings. If you aren’t using it, then you are seriously missing out on reaching passive candidates (among other things), so be sure to get involved with social media in 2014 if you aren’t already.

Mobile recruiting

Mobile recruiting certainly seems like it could be a passing trend, especially considering how popular it has become in only a few months. But mobile recruiting is still going strong–and we don’t expect that to change any time soon.

As we’ve mentioned in the past, phones are getting better, meaning that candidates are using them more and more for job searching instead of their computers. If you’ve already made a jump into social media, company videos, and other tech savvy recruiting tools, then mobile recruiting wouldn’t be a bad option to consider as well.

We’re not fortune tellers at AIM, and we don’t have crystal balls to help us tell the future–but we are experts at helping find the top talent you need. Just remember, these trends are not a crutch, so make sure you have a nice balance. The tools we offer at AIM Careerlink can help you do that and find the best talent around.

What do you think about these HR trends? Are there any others from 2013 that you think we should bring into the new year? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!