Mobile recruitment is changing the hiring process. As more people become dependent on their mobile devices and social media connections, talent acquisition firms are now using Web sites and app-based recruitment and mobile tools to connect with their potential talents.

In 2016, CareerArc, a Human Resource (HR) firm based in California, USA with global affiliates, released a report on mobile and social recruitments trends. It showed that many job seekers go online to do job searches and application. 

It revealed that 54% of job seekers were found to go to the internet to do job searches; 45% of these candidates end up applying for the jobs. Also, 80% of these job seekers use social media for their job search. It added that 30% of these job seekers use their smartphones to search jobs.

Meanwhile, professional networking site LinkedIn, in its Mobile Recruiting Playbook in 2013, shared a survey result that shows  how connected the mobile talent market is. Following both passive and active applicants who used the Web, smartphones, and tablets, they saw how mobile resources have been utilized by job applicants to research and apply for jobs.

Of the 787 UK and American professional survey respondents, 74% of active candidates said they view career opportunities sent to their inbox while 68% of inactive candidates have done the same. Meanwhile, 72% of active applicants went to the company Web site of the recruiting company while 62% were passive candidates. The survey stated that 67% of active candidates go on job board sites and 53% of passive candidates did the same thing.

A total of 64% of active candidates go to their social media and professional networks, browsing their accounts; while 58% of inactive candidates did the same. In addition, 45% of active candidates said they applied for a job using these mobile resources. And 22% have even gone as far as downloading an app that allows them to apply for a job.

Mobile recruitment has been praised for its fast, less intrusive and convenient solution to job application. But despite the potential for companies to tap into this mobile talent pool, there are still some who prefer to exclusively hire the traditional way, disregarding other avenues and tools that can make their search easier.

Some companies that utilize mobile recruitment methods, on the other hand, are misguided on how to best utilize these tools. Later on, these firms do not benefit from the opportunities that mobile recruitment tools can provide.

In 2015, PageUp, a recruitment software company, released a white paper entitled “Mobilise Now: Southeast Asia,” saying that 90% of 50 sites from the largest companies in Singapore, Malaysia, Philippines, and Thailand are not optimized for Web searches. A total of  40% of these sites do not allow job seekers to apply on the go and 10% do not allow for job postings to be shared.  These mobile compatibility challenges make for untapped talent.

LinkedIn, in its Mobile Recruiting Playbook, suggested a 3-step strategy of learn, apply and engage. The strategy starts with understanding the talent brand, their attitudes while using mobile resources and going about their daily lives offline. By learning these things, companies can get creative in how they optimize their mobile resources. “Apply” focuses on convenience by streamlining the application process for mobile devices. “Engage” is about making the talent know that he is being considered for the job, by utilizing mobile communication options to notify him. It is about sending the message that the job poster is active and connected. A personal or computer generated text sent to a candidate is the best example. — Sigourney V. Tulfo