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Mobile recruiting

Mobile recruiting should be a matter of course!

The number of mobile devices in circulation has long left that of PCs far behind. Accordingly, the majority of Internet access is via tablets and smartphones. So it stands to reason that jobs should also be searched for on the move. Correspondingly, only with mobile recruiting can companies ensure that they can reach all job seekers anytime, anywhere.


Mobility is an important topic - in general, not just in the area of ​​talent recruitment. People use their smartphones for a wide variety of activities and the trend is still growing rapidly. It is therefore a logical consequence that the entire recruiting process will have to be mobile in the future. If you don't believe this, you should look at the current usage figures: over 85 percent of Swiss people use the Internet on the move, and younger users even have more access to the Internet via smartphone than via PC [1].

The figures from the latest Trendspot study on mobile recruiting also speak for themselves: almost half of those surveyed now use their smartphones to search for a job, and more than half of those under 25 years of age. And particularly exciting: a third of those surveyed stated that they only search for job offers using their smartphone or tablet.

However, there is a huge gap between expectations and supply. The fact is that only 20 percent of Swiss companies offer a mobile career site and not even 10 percent offer a mobile recruiting process. In short: the mobile application fails due to the lack of offers from the company.


The first impression counts - also for applicants

Those potential applicants who can imagine an application via smartphone find such an application option not only up-to-date (79 percent), but also require it from innovative employers (55 percent) and want to be offered it more often (61 percent) [2] .

Now HR managers have to be aware that the career offer is the company's calling card and often the first point of contact with potential applicants. It is devastating when the first impression comes across as old-fashioned and out of date, especially in times of "war for talents".

That's why companies have to react now. Many companies are lagging behind in terms of expectations. Consequently, mobile recruiting offers the more innovative companies an easy way to be seen as modern and progressive. Mobile recruiting is therefore an ideal employer branding instrument to present the company as up-to-date. And at the same time it is a purely functional tool for job seekers to be able to apply easily and without hurdles. With mobile recruiting you can reach more talents, gain important experience for the future and make a positive impression as an innovative employer.


More than a question of presentation

Let's take a step back. What is mobile recruiting anyway? The term mobile recruiting is understood to mean various measures in recruiting in order to address potential applicants with the help of mobile devices (smartphones, tablets) and to enable a mobile application process. Mobile recruiting does not mean, however, that the existing recruiting process is simply presented in a responsive manner. The existing processes must be reconsidered and optimized for mobile users.

So how does mobile recruiting work? The main credo: usability should be given the highest attention. In addition, the motto is: Reduce to the max.Always ask yourself which information offers the mobile user added value.

  • Look for short, meaningful advertisements
  • The navigation should be simple and user-friendly
  • Avoid unnecessary scrolling


A holistic process is ideal (from mobile job market to mobile application)
With our mobile recruiting module, we take the specific characteristics of mobile devices into account: the job market is optimized for mobile use, the advertisements are displayed in a reduced way, the application forms are specially designed for mobile devices and the navigation is adapted. The application can, if desired, be completed on the move; Documents can be uploaded from the mobile device or e.g. via Dropbox. In addition, the application process can be interrupted at any time and continued on another device. The data that has already been filled in is retained.

The latter two points in particular are elementary. At the moment, “Mobile Recruiting” is largely about intercepting candidates while they are on the move and giving them an uninterrupted process in which you can fill in the application form and complete it at home on your PC or tablet. It is therefore important to keep the entry threshold as low as possible, as many potential applicants are looking for jobs along the way (orientation phase). The career page should already be prominently placed on the home page so that it can be found quickly. You also have to take into account the fact that potential applicants spend very little time viewing job advertisements. Thus, an advertisement must address the applicant at first glance and only reflect the most important points. The applicant should also be able to easily remember the position.

But: optimizing the orientation phase is not enough. The application phase must also be reconsidered. According to surveys, almost 80 percent of applicants would immediately use the mobile application if they addressed a position and no desktop PC was available [3]. A mobile end-to-end application may still be the exception at the moment, but this is due to both the learned applicant behavior and the lack of opportunities. That will change drastically in the coming years.

Conclusion: Mobile offers are simply expected by potential talents. If you don't take the applicant overview first and react too late, you will find it difficult to reach candidates and position yourself as a contemporary employer.


[2] Study “Mobile Application” by the RheinMain University of Applied Sciences (head: Prof. Dr. Stephan Böhm) in cooperation with Jobware

[3] Study “Mobile Application” by the RheinMain University of Applied Sciences (head: Prof. Dr. Stephan Böhm) in cooperation with Jobware

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