Your smartphone is always with you, and recruiters know that. That’s why growing numbers of them are utilizing mobile technologies to recruit and vet job candidates.
Utilizing mobile technology in the hiring process can make the application and interview process move along much more quickly, says Erin Peterson, recruitment outsourcing practice leader with Aon Hewitt, a global leader in human capital consulting and outsourcing solutions.
New technologies also make the hiring process seem “more fair for the candidate,” Peterson said. “Lots of candidates say that after they apply for a job, they feel like their resume falls into a black hole. Mobile tools give every candidate a chance to tell their story.”
For instance, companies are making job applications available via mobile device, offering job-fit assessment surveys via mobile device, and even conducting interviews via text and mobile phone automation.
4 Mobile Recruiting Strategies for Improving Candidate Experience
1. Mobile recruiting website: PNC launched a mobile website (m.pnc.jobs) targeted to college and graduate students, which contains information about employment opportunities and offers a place for job candidates to leave contact information “without going through a full application process, ” says Jillian Snavley, vice president and senior recruiting manager for PNC.
“The site was launched in tandem with a QR code to capture and organize leads for follow-up purposes.” The mobile website includes simplified search functionality, narrowing search options to “keyword” and “state” to reduce the number of clicks and fields to view jobs.
2. Viral videos: Harnessing the power of YouTube, PNC recently launched a new playlist called “A Great Place to Work.” The playlist includes videos of PNC employees talking about their experiences with the company.
3. Mobile interviews: For high-volume recruiting efforts, PNC uses a recorded audio interface to screen candidates more effectively and efficiently. Similar to a voicemail system, the mobile interview asks a recorded question then beeps, and then the candidate responds to the question. The applicant can complete the interview at his or her convenience and the recruiter can listen to his or her recorded answers later.
Student applicants for jobs at PNC now participate in recorded video interviews to minimize travel, and the company is also piloting a live video interface for real-time interviews.
4. Interview scheduling: For hiring events, PNC uses automated tools such as a self-scheduling tool that is designed for candidates, recruiters and hiring managers and reduces the amount of time spent on scheduling, Snavley says.
Using mobile recruiting technologies in the hiring process is a growing trend, Snavley says, and PNC is actively working on several other mobile recruiting innovations to continue to improve the hiring process.
“New technology makes the application process easier for candidates and recruiters, ” she says. “For the company, it is more effective and scalable.”
Nancy Mann Jackson is an award-winning journalist and corporate communicator who writes regularly about small business, parenting and workplace issues. Since 2001, she has worked as a freelance writer and has written hundreds of articles for publications including Working Mother, CNNMoney.com, Entrepreneur.com, MyBusiness and dozens of others.
She also writes and edits annual reports, blogs, and newsletters for companies in industries including finance, technology and construction. Nancy is also a member of the American Society of Journalists and Authors.