By Josh Tolan
Updating your recruitment strategy so it’s proactive rather than reactive can put you ahead of the competition and allow you to scoop up the best people. Instead of dreaming up solutions when recruiting problems arise, anticipate some of the challenges you’re likely to face:
Challenge No. 1: Optimizing mobile recruiting
Nine out of 10 U.S. citizens have their cellphones within reach at all times, according to a Morgan Stanley poll. Some of us interact with our cellphones more than we do with our friends, family and co-workers. And this might come as a surprise: About a quarter of Internet users access the web solely through their mobile devices.
These facts should convince you that you can’t ignore mobile recruiting. The challenge is how best to optimize your mobile recruiting strategy to bring in the best candidates.
Keep in mind that the job candidate’s experience of surfing career pages and applying for positions from a mobile device is vastly different than it is from a computer screen. Example: It takes much longer to type on a mobile device.
Optimize your mobile site so applying for your open positions is easier and more intuitive for mobile users. Instead of asking questions that require would-be employees to type in long answers, consider allowing users to submit their already-populated social media or professional online profiles.
A good mobile recruitment strategy focuses on how to make it easier for great candidates to apply for jobs at your organization from wherever life takes them. After all, you want candidates who are going somewhere and moving forward. Mobile recruiting might just be the way to connect with those busy movers and shakers.
Challenge No. 2: Bridging the skills gap
The skills gap is very real—and it contributes to the ongoing war for talent. According to the Job Preparedness Indicator (a survey prepared by the nonprofit Career Advisory Board) only about 17% of employers are able to easily find candidates with the skills their organizations need.
So it’s more important than ever to really focus on getting the right candidates into your jobs. A bad hire, after all, is way too expensive and can set an organization back as much as $50,000, according to a 2012 CareerBuilder.com survey. In this economy, few companies can afford such a loss.
To jump the skills gap, revise your company’s internal job descriptions so they present an accurate picture of the qualifications needed for the job and the responsibilities of the position. If a job description is unclear, you’ll end up with a pile of résumés from people who don’t match your needs.
In each interview, press candidates to be specific about their skills. And refuse to skip the reference check, so you don’t get into hot water like Yahoo.com did in 2012, when it learned that former CEO Scott Thompson did not have the computer science degree his résumé claimed he had earned.
Challenge No. 3: Getting more visual
The explosive rise of visual social media sites like Pinterest—with 48.7 million users, it is the fastest-growing social media site ever—should tell you one thing: Visual media is hot right now.
This might explain why video is also seeing a spike in popularity, whether it’s being viewed on a mobile phone or used in video interviews to speak with candidates. A 2012 OfficeTeam survey found six out of 10 companies used video interviews in their hiring processes last year.
Are your company’s pictures worth 1,000 words? To fit into a future that is looking more visual than ever, incorporate a Pinterest recruiting strategy:
- Conduct video job interviews.
- Design an attractive career page.
- Record a recruitment video to post online.
Your image right now might be more important than ever. Meet today’s recruiting challenges by being the first with a brilliant solution that will help you to hire the employees your company needs to thrive.
Josh Tolan is CEO of SparkHire.com, a Northbrook, Ill.-based video-powered hiring network that connects job-seekers and employers through video résumés and online interviews. He regularly blogs about HR issues. Contact him at (800) 219-0480.
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