5 Ways Mobile Technology Translates The Traditional Job Post

Traditionally, a company posts a job opening waiting for applicants, most of whom have never heard of the company before and may not even fully understand the position. Regardless, candidates apply, and either they or the employer may eventually learn the other party isn’t what they were expecting.

With the traditional job post method, sometimes the skills and abilities employers seek within candidates are lost in translation. In fact, nearly half of all job applicants don’t meet the minimum qualifications for the position they are seeking. Candidates simply don’t know enough about the company’s culture or the soft skills needed for the position.

Now, with mobile technology, there are more opportunities for employers to connect with candidates outside of the traditional job post, so they can better target their preferred audience.

Here are some ways mobile technology provides opportunities for us to change the way we connect with candidates, helping to better translate a traditional job post:

1. Share your culture in unique ways.

With mobile technology, you can create and manage various platforms for communication including social media, job boards, and even your company blog. Updating your online presence is more accessible than ever through mobile.

Maintaining a consistent online presence can be more powerful than a job post. When it comes time to hire, candidates will already have an understanding of your company culture. Interest in your company will already be generated among your followers, so a simple “we’re hiring” announcement could send hundreds of candidates who share your values your way.

Instantly post interesting things happening in the office that demonstrate your company culture such as celebrations, events, and surprises. Use photos to show off the unique aspects of your workplace such as themed offices, items featuring your brand name, or even the fun things your employees create. Google does an excellent job of this using Instagram.

2. Utilize social media to assess cultural fit.

A great technique for assessing cultural fit among candidates is to connect with them on social media. Just as your company shares its culture through social media, candidates share their own personal culture through their thoughts, activities, and interests.

My company recently conducted a survey and found 46 percent of medical sales candidates use social media to communicate with recruiters. In addition, 60 percent view job listings and 56 percent research companies on social media.

Mobile makes connecting with candidates convenient with apps. You can scan news feeds and reply to messages several times throughout the work day. Instead of only placing a job post on a job board, you can reach out to your social media followers to let them know you are hiring. This generates more interest and increases chances of finding candidates who are a great cultural fit.

3. Keep in touch through mobile job apps.

Social media apps aren’t the only apps helpful for mobile recruiting. Many job search platforms offer mobile apps through which candidates can search for specific jobs and even apply with just a tap. These websites often ask a candidate to fill out a profile with work experience, skills, and education. The platform may allow candidates to upload documents such as resumes, cover letters, and work samples.

On a mobile job app, recruiters can view a candidate’s information easily, speeding up the screening process. Your job posts may still attract candidates who you aren’t looking for, but it will be easier to sort through applicants quickly on a mobile app.

4. Communicate with applicants instantly.

According to the MedReps.com survey, 31 percent of medical sales candidates text with recruiters.

Texting is a great way for recruiters and candidates to discuss a job post and clarify any details about the position. This is especially helpful when a candidate is trying to decide if they might be a good fit for a position before they potentially waste time applying. That saves you time, as well. Talking to candidates through text might give you a sense if you should continue to pursue them.

5. Make a video job post and ask for a video application.

If you’re hiring for a position that requires face-to-face customer service skills, you’ll want to find out which of your applicants possess these skills early in the process to save you time.

Instead of typing your job post, create a job post video with your phone. Mobile video recording is the perfect tool to create a more interactive job post. In the video, request that all applicants reply with a video message.

Plus, it will likely generate more interest than the traditional job post, because video viewership is prevalent among today’s mobile users. Research from YouTube found 40 percent of global YouTube video watch time is on mobile devices. Candidates who appreciate your company’s innovation will respond, and you can easily access if the candidate possesses the skills you are looking for.

With all that mobile technology enables, it seems the traditional job post doesn’t work on its own anymore. Recruiters need to find more interactive ways to engage candidates so both parties have a better understanding of what’s on the table when it comes to hiring.

What are some other ways mobile technology is changing the traditional job post?

5 Ways Mobile Technology Translates The Traditional Job Post