It’s the season of the graduate. Young, fresh faces are stepping off the stage, diploma in hand and looking to enter the workforce. And where are they looking for that first job? Online. And how are they getting there? Increasingly, through mobile devices.
If you’ve been following the conversation in the HR space this week, then you know that there’s more to mobile devices and social media than sending selfies. If you really want to attract new talent, then you should focus on being where your recruits are.
A progressive hiring process: Rayanne Thorn at Blogging 4Jobs calls this group of Gen Y and Millennials the “Next Gen.”They see technology not as a distraction or diversion, but as something that makes their lives easier, both inside and outside of the workplace. This is the most progressive job-seeking generation yet, and they expect a progressive hiring process. Rayanne suggests that a progressive hiring process includes a presence on social channels where candidates already spend time, employment branding that is not misleading, an interface that is easy to use, a process that fits their schedule, and one that is accessible from anywhere.
Look past the obvious:Sarah Duke at Recruiter.com echoes the call: “Be where the recruits are!” In addition to physically using mobile devices, your recruits may be frequenting industry- or interest-related social networks or websites. While Duke writes specifically about finding talent for the tech industry, her advice is applicable for any HR professional. For example, Duke suggests tech companies look at tech-related social sites like Github, Quora and Dribble. Do you know the industry-specific sites you need to target?
Have a plan: With all of the talk of mobile recruiting during #mobilerecruit week, Blogging4Jobs’ Jessica Miller-Merrell offers a caveat for when someone comes around trying to sell you “mobile recruiting” services. That doesn’t mean that you shouldn’t be recruiting on mobile devices, but that you should be aware of how mobile fits into your specific recruiting plans. She argues that you must do your homework: If the talent you want to attract is not active on mobile, then maybe mobile recruiting, even though it is a buzzword, is not for you.
Once you have determined that a mobile recruiting plan makes sense, take some time to make sure you are optimizing your content for mobile devices. (You can take a look at VP of Product Rob Garcia’s post on Blogging4Jobs that explains exactly what a mobile-friendly candidate experience means.)
So, what’s your plan? If you want to attract these young employees you will need to be where your candidates are and build a mobile and social recruiting strategy. Do you have one?