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Recruiting: Going Mobile By Demand? #TChat Recap

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This week at #TChat Events, the TalentCulture community explored the emerging role of mobile recruiting in today’s world of work.

First, let’s clarify — what does the term “mobile recruiting” mean? CareerBuilder defines it this way:

“The ability to market to prospective talent with or on a mobile device. More importantly, mobile recruiting is about the opportunity to connect with job seekers anywhere, and at any time; provide a better candidate experience; streamline your own process; and engage job seekers in entirely new and unique ways.”

It sounds like a lofty goal — but how do we get there from here? And how are employers overcoming key issues in implementing mobile strategies? To keep the conversation grounded, we welcomed two experts in talent acquisition:

• Jessica Miller-Merrell, SPHR, Founder and Chief Blogger at Blogging4Jobs and
• Rayanne Thorn, VP of Product Marketing and Strategy at Technomedia, global talent management solutions provider.

(Editor’s Note: See highlights from the #TChat events and related resource links at the end of this post.)

Mobile Is Everywhere — Why Isn’t Mobile Recruiting?

Many #TChat participants agreed that mobile recruiting is becoming a necessity, as individuals increasingly rely on smart phones and tablets to connect with information and people in our personal and professional lives.

The convenience of mobile access is rapidly translating into job search behaviors, even though many employers haven’t yet optimized their websites for mobile access. SimplyHired says that the number of workers looking for jobs via mobile devices has skyrocketed, from 2.3 million to 9.3 million in the past year. Talemetry, says that 70% of job seekers are using mobile platforms, while Beyond.com estimates even higher, at 77%. (See the article and infographic.)

However, as the Wall Street Journal explained earlier this year, most companies aren’t moving fast enough. According to a recent CareerBuilder study, only 20% of Fortune 500 companies have mobile-optimized career sites. What is everyone waiting for? Read the full report, “Trends in Mobile Adoption: An Analysis of Mobile Recruitment Efforts Across Industries.”

Mobile Excellence: What Does It Look Like?

So, what does it take for employers to be “mobile recruitment ready”? Ideally, it starts with a website that is that is optimized for mobile interaction. SnapHop, a company that provides mobile talent management solutions, says these elements are necessary for a great candidate experience:

• Support for all mobile platforms — access to sites from anywhere using, any mobile device;
• Location awareness — automatically sense the candidate’s location and filter information accordingly;
• Personalization — tailor information and recommendations by uncovering candidate preferences;
• Social media presence — leverage social channels to connect with candidates and share relevant, timely content;
• Responsive design — ensure that on all platforms, content is easy to skim and consume, and navigation flows with a minimum of resizing, panning, and scrolling.

Upward Mobility: Advantages of Mobile Recruitment

If you’re still not convinced about the business case for mobile recruitment, CareerBuilder for Employers developed a helpful presentation that outlines key issues and opportunities:

And what did the #TChat crowd say about the pros and cons of mobile recruiting? Check the highlights slideshow and other resource links below for great facts, real-world stories and ideas from across the TalentCulture community.

#TChat Week-In-Review: Mobile Devices + Recruiting = Perfect Match?

Jessica Miller Merrell

Watch the preview hangout now

SAT 10/26:

#TChat Preview: TalentCulture Community Manager Tim McDonald framed this week’s topic in a post that featured a brief G+ Hangout video with one of our guests, Jessica Miller-Merrell, Read the Preview: “Mobile Devices + Recruiting = Perfect Match?”

SUN 10/27:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro recommended ways that employers can gain business advantage by embracing mobile strategies. Read: “5 Ways To Use Mobile To Recruit Top Talent.”

MON 10/28:

Related Post: Dan Newman, author of Millennial CEO, offered a broad perspective on the changing of the leadership guard — and its implications for business. Read: “Another Kind of Revolution: Social, Mobile, Cloud.”

WED 10/30:

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Listen to the #TChat Radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with guests Jessica Miller-Merrell and Rayanne Thorn about how mobile adoption is revolutionizing the recruiting process today’s world of work. Listen to the radio recording now!

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and guests moved over to the #TChat Twitter stream as I led the TalentCulture community through a conversation focused on 5 key questions. For highlights, check the Storify slideshow below:

#TChat Insights: Recruiting Is Rockin’ Mobile Platforms

[javascript src=”//storify.com/TalentCulture/tchat-insights-recruiting-is-rockin-mobile-at-lea.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Jessica Miller-Merrell and Rayanne Thorn for helping us explore the potential of mobile platforms in the recruiting process. Your knowledge and passion are infectuous!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about mobile recruiting trends or issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we dive into another fascinating topic — the role of social media in building brand influence. So save the date (November 6) for another #TChat double-header!

Meanwhile, the World of Work conversation continues. So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and your thoughts are always welcome.

See you on the stream!

Image Credit: GailJadeHamilton via Flickr

Recruiting + Mobility = Perfect Match? #TChat Preview

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(Editor’s Note: Looking for a full collection of highlights and resources from this week’s events? Read the #TChat Recap: “Recruiting: Going Mobile by Demand?“)

Are you reading this post on a smartphone or tablet? If so, you’re among 35% of TalentCulture visitors who interact with us via mobile devices. And those numbers are growing fast — in only the past 6 months, the rate of mobile TalentCulture visitors has increased by more than 100%.

But this big mobile shift makes us wonder what the impact is on “people-oriented” business processes like recruiting.

Just how rapidly are employers integrating new communication channels into the hiring process? And what issues and opportunities are arising from all of this innovation?

Mobile Recruiting Trend Snapshot

Participants at the recent Mobile Recruiting Conference (MREC) confirmed that job candidates are increasingly connected while “on the move,” and recruiters recognize the implications. For example, according to Talent HQ Mobile Recruiting Insights:

•  62% of passive job seekers use a mobile device to research potential employers
•  61% have a better impression of a brand after a favorable mobile experience.
•  62% of recruiters say that mobile recruiting is the top trend for 2014

According to industry analyst Josh Bersin, companies like LinkedIn and Prudential already attract more than 50% of their candidates through mobile channels. Yet, other organizations seem to be lagging behind. Talent HQ reports that only 16% of U.S. talent acquisition “leaders” have optimized their career sites for a mobile audience — including only 26 of the Fortune 500 companies.

So, what does this mean for today’s changing world of work? That’s what we’ll explore this week at #TChat Events, with two well-known talent acquisition experts:

•  Jessica Miller-Merrell, SPHR, Founder and Chief Blogger at Blogging4Jobs and
•  Rayanne Thorn, VP of Product Marketing and Strategy at Technomedia, global talent management solutions provider.

Recently, Jessica framed the topic in a brief “sneak peek” Hangout with me. Watch now:

What are your thoughts about the emerging role of mobile technology in finding and hiring top talent? Join us this week to share your ideas and opinions!

#TChat Events: Mobile Devices + Recruiting = Good Match?

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Tune-in to #TChat Radio

#TChat Radio — Wed, Oct 30 — 6:30pmET / 3:30pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Jessica Miller-Merrell and Rayanne Thorn about the changing dynamics of recruitment. Tune-in LIVE online this Tuesday afternoon!

#TChat Twitter — Wed, Oct 30 — 7pmET / 4pmPT

Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream, where Dr. Nancy Rubin will moderate an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:

Q1: Does mobile recruiting enhance an employer’s value proposition?
Q2: What is keeping some employers from adopting mobile recruiting?
Q3: For candidates, has mobile job search reached critical mass?
Q4: Is mobile recruiting mostly about hiring young candidates?
Q5: Look ahead 10 yrs. What tools will drive recruiting?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!

Image Credit: Stock.xchng

Putting Workplace Technology In Its Place

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This summer while you’re on vacation, how often will you check email? Are you even taking a vacation? If you’re anything like me, the thought of a digital-free vacation is almost more stressful than coming to work.

Our smartphones have become integral to our daily activities. I need mine to tell time and take photos — I even use it as a flashlight. (I’m obviously not leaving that behind the next time I travel.) But while there’s no question that these devices enhance our personal and professional lives, misuse can actually diminish our productivity and erode relationships.

“Be Where You Are”

A recent #TChat Radio show took on the ever-pressing issue of how to manage our digital lives more effectively. The expert guests offered great tips on staying focused and building relaxation into our routines at a time when we are constantly online. For me, the biggest takeaway is to “be where you are.” This simple statement can change your workplace and your life.

Different roles require different levels of connection. But whether you’re an ER doctor on-call, a celebrity publicist, or a product marketing manager, you need to be present and mindful of the task at hand to do it well.

Here’s what that means for me — and for members of my organization:

1) Everyone has 24 hours to reply to all non-emergency emails

Building-in buffer time levels the playing field and relieves employees of the pressure to respond after work hours. A 24-hour response policy means we can focus on immediate tasks, if needed, without constant distraction. At the same time, it means that projects aren’t delayed unnecessarily. If I’m in meetings all day, I can’t answer your email. So let’s start by assuming I’m in meetings all day. Also, a response-time buffer leads to more thoughtful, thorough emails. Given time to gather and process information, we can create well-constructed messages that answer follow-up questions before they are asked.

2) Only essential laptops should be used at meetings

Truthfully, most people do bring laptops into meetings here. But our most successful meetings are laptop free, aside from the device used to present meeting materials. Engaged group discussion does not happen if you’re checking Twitter or doing other work simultaneously. Leave laptops at the door when you need to address issues with real conversation. And by the way, if you don’t need face-to-face communication on the issue at hand, why are you having a meeting?

3) When you’re away from the office, leave the office behind

I’m not saying don’t work from home or from the road, but I am suggesting not to mix business with pleasure too often. Create a workspace wherever you happen to be working. Leave work stress and planning in that space when you leave it. Your family wants you to be part of the dinner conversation. Your friends want your mind — or whatever is left of it — with them for drinks. Your work suffers and your relationships suffer when you try to work and play simultaneously.

4) During a face-to-face conversation, don’t check your phone

This is life advice, but it’s also critical in the workplace. Checking your phone means you think someone (even an unidentified caller) deserves your attention more than the person talking to you. In essence, you’re saying that absolutely anyone deserves your attention more than the person you’re with. That can’t be true. Keep the conversation brief if you have somewhere else you should be, but have the conversation.

Remember Who Is In Control

None of these guidelines is a new concept. But they don’t have to be new to make good business sense. “Be where you are.” It’s great advice for both individuals and for organizations. Use technology’s power for good. When managed thoughtfully, these devices can help us be more productive and better connected. Just remember that you are in control.

As the future of mobile devices and other workplace technology unfolds, this conversation becomes even more important. Tell us your thoughts about technology’s impact in the comments below. And learn the perspective of these HR thought leaders in this recent whitepaper.

Image Credit: Piotr Bizior/Bizior Photography