Mobile recruiting: 5 tips for employers - so you are well equipped for the mobile age
Cologne, June 20, 2018 -
Communication behavior and user needs have changed radically. Nine out of ten Germans are online. We use a smartphone every seven minutes. This also applies to the search for a new job. 76 percent already use the smartphone as the preferred device for job searches. And the desire to apply directly via mobile phone is also increasing significantly. This is shown by the current mobile recruiting study from the job market meinestadt.de, in which 1,520 professionals with vocational training were asked, among other things, about their ideas about mobile application processes.
Become more mobile now! Professionals with vocational training are looking for mobility and would like to apply on the go. Since over 90 percent of non-academic professional groups are looking for new jobs on online job boards, mobile-optimized job ads are a must. The majority of recruiting companies are still lagging behind in practice. The application process is not even mobile for a third of them. This hesitant stance could cost employers long-term competitive advantages: Currently, every second candidate jumps off if job advertisements and career pages are not adapted to mobile needs.
Say goodbye to the cover letter! The mobile age heralds the end of traditional cover letters in the application process. The farewell should not be difficult: its value for the selection of candidates is considered low - especially among specialists. For many jobs, the question really arises as to whether a cover letter is required at all - for example, for craftsmen or logisticians. Every second specialist states that the cover letter is a "big hurdle". A striking number of participants even compare the creation of a cover letter with a "school exam" or a "visit to the dentist".
Choose forms of short application! Traditional processes cannot be adopted 1: 1 for mobile applications. New, slimmed-down solutions, such as short applications, are therefore needed. In particular, employers who advertise for highly sought-after specialists should lower the hurdles in the first contact. With an upstream short questionnaire, the selection can be made much easier and more efficient. For a sales driver, for example, the driver's license of a certain class, language skills or experience in customer contact can be queried in a compact manner. Large companies such as Telefonica, eismann or Henkel have successfully introduced new, contemporary strategies. So-called one-click applications or the 15-second application are expressly desired at Daimler's subsidiary Daimler TTS.
Enhance mobile applications in communication! However, applicants must get the feeling that their mobile application is welcome. Otherwise they will not use the offer. They need a clear signal that the short mobile application represents a "serious application" from the employers' point of view. By supporting the new application formats and applying in external communication, employers convey a necessary acceptance, which in turn creates trust among potential candidates.
To get faster! Everything runs faster in the mobile world. Logically, this speed also leads to different expectations in the application process. Same-day delivery and immediate availability are normal in everyday private life. Even when applying, candidates quickly feel disturbed by weeks of feedback. Employers have to react to this if they don't want to lose suitable candidates. Already today, two thirds of applicants expect feedback within one week as to whether they are going one step further.
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