What is mobile recruiting? Definition, tools, advantages and disadvantages

Search for a job and submit an application via smartphone? More and more companies are turning to mobile recruiting and acquiring candidates via mobile devices. The definition as well as the advantages and disadvantages at a glance.

What is mobile recruiting?

Mobile recruiting is part of the E-Recruiting and includes recruitment via internet-enabled, mobile devices such as smartphones and tablets. Applicants should be able to find their job through mobile-optimized Career pages and application forms have the option to apply via mobile device.

The target group of mobile recruiting is considerable: In Germany there are statistics According to 60.7 million smartphone users.

Mobile Recruiting Statistik

Improve candidate experience through mobile offering

By using mobile recruitment, the Candidate Experience optimized. For example, it can occur at the following touchpoints during the candidate journey:

Attraction: Candidates are attracted, for example, by image videos or Recruiting ads in social media made aware of the company or position.
Obtain information: Candidates have the opportunity to find out about the job opening from anywhere on their mobile device.
Application: With just a few clicks, candidates can apply directly on their smartphone or tablet.

Tools & instruments of mobile recruiting

Companies have various options to ensure they are present and accessible to mobile users. Firstly, the website can be optimized for mobile devices, which should be standard these days - keyword "mobile first". In addition to a classic website, it is also possible to use a dedicated app through which candidates can apply. Mobile-optimized newsletters can also be used to retain candidates and attract new interested parties. It is also possible to use QR codes on flyers and brochures, which smartphone users can scan and thus land directly on a company information page, for example.

The benefits of mobile recruitment

The advantages of “application to go” are manifold:

Candidates can apply anytime, anywhere, even when they are on vacation.
Mobile recruitment offers many advantages for candidates and recruiters (Image source: This Is Me – Shutterstock.com)
More applications: The low hurdle of applying with just a few clicks via smartphone ensures more applicants.
Due to the low effort involved, applications are also clearer and more to the point, which in turn saves HR staff work.
Mobile recruitment enables faster response through shorter communication channels – recruiters can get in touch with candidates more easily.
Mobile is the future, and it has a correspondingly positive effect on the Corporate image to rely on mobile application options (company is considered modern).

Disadvantages of Mobile Recruitment

Despite numerous advantages, the challenges and disadvantages of mobile recruitment should also be mentioned.

The concept of mobile recruiting has not yet been fully adopted, and many candidates are skeptical, for example when it comes to data protection. Older generations in the applicant market in particular prefer traditional application processes.
In addition, many potential applicants do not have their application documents ready on their smartphone or tablet and therefore prefer to apply the traditional way via desktop PC or laptop, where they have all the data available.
Many companies have not yet considered mobile optimization of their online presence or are not prepared to spend money on it. This can lead to display problems, long loading times and other problems.

Conclusion

Given the large and constantly growing number of smartphone and tablet users, every company looking for staff should look into mobile recruiting. This can increase the number of applicants and potentially give you an advantage in the “war for talent”. Even if some candidates are skeptical about mobile application options, mobile recruitment seems more than timely when it comes to generations Y and Z of digital natives who grew up with mobile online communication.

(Cover image source: thodonal88 – Shutterstock.com)

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