Why Mobile Is Disrupting The Recruitment Game: Co-Founder Of Buzinga

Why Mobile Is Disrupting The Recruitment Game: Co-Founder Of Buzinga

In this opinion piece, co-founder and director of Buzinga App Development Graham McCorkill discusses three ways businesses can incorporate mobile into their 2017 recruitment strategy.

Long recruitment processes are off-putting, stressful and, most importantly for businesses, a waste of time and resources. More and more businesses are investing in ways to reduce the recruitment process to ensure they reach and on-board the best talent available, to remain competitive.

An effective way to do this is by turning traditional recruitment processes on their head, and embracing the rise of mobile recruitment.

Below are three opportunities businesses need to include in their 2017 strategies to hire the best talent through mobile recruitment.

Scale and growth

Mobile recruitment’s disruption of the traditional recruitment model means businesses now have the ability to scale and grow without restriction. The rise of social media and specialised mobile recruitment apps has increased accessibility, as well as the connectedness between candidates and employers.  With the average recruitment process taking 23 days, mobile recruitment allows for a fast and easy application process with apps like Found Careers, LiveHire and SmashFly. These apps mean organisations are no longer hindered by a lengthy hiring process but rather have access to an endless pool of quality candidates and tap into the 45 per cent of job-seekers who use their mobile devices to check for jobs at least once a day.

Building an employer brand

The ability to recruit via mobile also permits organisations to build an employer brand. By rejecting the traditional recruitment processes, the business can brand themselves as forward-thinking and innovative, creating a positive relationship between themselves and the candidate. This continues as recruitment becomes a collaborative process. Through mobile recruitment, companies have the opportunity to improve the candidate’s experience and reshape recruitment from being a rigid, depersonalised process. Not only can employers rebrand themselves, they’ll also be able to attract the best and most engaged talent.

Effective data management through CRM

Customer Relationship Management (CRM) has been commonly used by businesses for the last five years to manage and analyse customer interactions, and now the C in CRM is evolving to mean Candidate rather than Customer. CRM is being used to disrupt the recruitment experience for employers as well as candidates, providing features for employers such as candidate profiling, email activity tracking and email marketing.

These features allow businesses to save time and improve productivity more so than generic recruitment processes. Not only does CRM create a platform where communication between the two parties is easily managed, but data from communications is also organised effectively to ensure all information is logged and no details are lost. The management of data via CRM means the best candidate is chosen in an efficient and timely manner.

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