RecruitingLive with Erik Kostelnik

Think about what you used your phone for today. Did you schedule an appointment? Maybe ordered pizza? Perhaps you even used your phone for a conference call. So what do you do to allow candidates to get through your recruiting process online? Most recruiters have a mobile optimized career site. But few actually have a plan for their mobile recruiting. Here are some things to consider for your mobile recruiting strategies moving forward.

Simplify Your Application Requirements

It takes a lot of time to find out if a candidate is a got fit for your position. However, it takes five seconds to discover if a candidate is not a good fit. One of the trends we see more and more is giving candidates the ability to apply via text message. If that is not available, allow candidates to apply by attaching their LinkedIn profile. By allowing candidates to apply via LinkedIn, you usually get all the answers you need to decide if you are going to move forward with a candidate. The best part is it makes applying for jobs painless. Need more information to make a decision? Add video application technology.

Be Ready to Respond Quickly

The hope is that candidates can apply with a click, maybe two or a swipe. Yes, it needs to happen that quickly. I narrow it down like that. A potential candidate should be able to apply for a position in the same time it takes to go to the bathroom. In turn, they expect faster feedback. Automate some of your responses to common questions. Leverage push notification technology you can push job information to the candidates’ as soon as it becomes available. Another great technology that is gaining more ground is the use of bots as a “Virtual Recruiting Assistant.” They are far from perfect, but, a VRA impersonates a recruiter by communicating with the applicant, one-on-one.

Social Recruiting

There are ways that you can reach out to candidates that are not available via desktop. Apps like Instagram, Snapchat, Twitter and Facebook all have features that only work on a smartphone. Create regular content that resonates with the social savvy candidate.

On RecruitingLive on April 21, we were joined by Erik Kostelnik, CEO, and Founder of TextRecruit. He answered questions about what resonates with users, how to use mobile technology to attract candidates and discuss the future of mobile.


Presenters

Jackye Clayton, Editor, RecruitingDaily
RecruitingDaily Editor * Recruiter *Thought Follower * Dr. Pepper Drinker * RT Queen of the #Recruit-osphere and #HR * New #NASCAR fan.
Twitter: @jackyeclayton
Connect on LinkedIn

Erik Kostelnik, Founder/CEO, TextRecruit
Founder/CEO of @TextRecruit, Advisor @Outreach.io. @Hirabl, golf hack, music nut, bbq enthusiast, father, husband, bro.
Twitter: @ErikKostelnik
Connect on LinkedIn



About the Author: Jackye Clayton is recognized as a people expert who puts the Human in Human Resources. An international trainer, she has travelled worldwide sharing her unique gifts in sourcing, recruiting and coaching. She offers various dynamic presentations on numerous topics related to leadership development, inclusionary culture development, team building and more. Her in-depth experience in working with top Fortune and Inc 500 clients and their employees has allowed her to create customized programs to coach, train and recruit top talent and inspire others to greatness. Follow Jackye on Twitter @JackyeClayton or connect with her on LinkedIn.

RecruitingLive with Erik Kostelnik

Think about what you used your phone for today. Did you schedule an appointment? Maybe ordered pizza? Perhaps you even used your phone for a conference call. So what do you do to allow candidates to get through your recruiting process online? Most recruiters have a mobile optimized career site. But few actually have a plan for their mobile recruiting. Here are some things to consider for your mobile recruiting strategy.

Simplify Your Application Requirements

It takes a lot of time to find out if a candidate is a got fit for your position. However, it takes five seconds to discover if a candidate is not a good fit. One of the trends we see more and more is giving candidates the ability to apply via text message. If that is not available, allow candidates to apply by attaching their LinkedIn profile. By allowing candidates to apply via LinkedIn, you usually get all the answers you need to decide if you are going to move forward with a candidate. The best part is it makes applying for jobs painless. Need more information to make a decision? Add video application technology. J

Be Ready to Respond Quickly

The hope is that candidates can apply with a click, maybe two or a swipe. Yes, it needs to happen that quickly. I narrow it down like that. A potential candidate should be able to apply for a position in the same time it takes to go to the bathroom. In turn, they expect faster feedback. Automate some of your responses to common questions. Leverage push notification technology you can push job information to the candidates’ as soon as it becomes available. Another great technology that is gaining more ground is the use as bots as a “Virtual Recruiting Assistant.” They are far from perfect, but, a VRA impersonates a recruiter by communicating with the applicant, one-on-one.

Social Recruiting

There are ways that you can reach out to candidates that are not available via desktop. Apps like Instagram, Snapchat, Twitter and Facebook all have features that only work on a smartphone. Create regular content that resonates with the social savvy candidate.

On RecruitingLive on April 21, we will be joined by Erik Kostelnik, CEO, and Founder of TextRecruit. He will be answering questions about what resonates with users, how to use mobile technology to attract candidates and discuss the future of mobile. Come with your questions, and he will come with his answers!


Presenters

Jackye Clayton, Editor, RecruitingDaily
RecruitingDaily Editor * Recruiter *Thought Follower * Dr. Pepper Drinker * RT Queen of the #Recruit-osphere and #HR *
Twitter: @jackyeclayton
Connect on LinkedIn

Matt Charney, Executive Editor, RecruitingDaily
Editor in Chief @RecruitingDaily + @RecruitingBlogs. HR & Recruiting Nerd. Gangsta. My views are my own. And they're snarky.
Twitter: @mattcharney
Connect on LinkedIn



About the Author: Jackye Clayton is recognized as a people expert who puts the Human in Human Resources. An international trainer, she has travelled worldwide sharing her unique gifts in sourcing, recruiting and coaching. She offers various dynamic presentations on numerous topics related to leadership development, inclusionary culture development, team building and more. Her in-depth experience in working with top Fortune and Inc 500 clients and their employees has allowed her to create customized programs to coach, train and recruit top talent and inspire others to greatness. Follow Jackye on Twitter @JackyeClayton or connect with her on LinkedIn.

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