Defining Your Goals
Running off and launching a mobile recruiting process without a framework of goals and objectives is career suicide. Unlike social media, which are discrete communications channels, mobile is a new mass media form. It is inevitable that this new medium will transform your enterprise just like earlier mass media. Deciding to get on board is a question of when, not whether.
Here are the questions you should consider when establishing the goals for your mobile recruiting program:
- What percentage of applicants do you expect will apply on mobile devices?
- Which mobile platforms will you support?
- Optimized mobile career site, native app or a combination of the two?
- Where does the jobs data come from?
- How can you keep job searching simple?
- How quickly do you need to get your program in place?
- Can you experiment or do you need to see best practices?
- What is your budget? What can you reasonably accomplish with the funds?
- Will you accept LinkedIn profiles and other resume alternatives?
- Which of your jobs are suitable for mobile recruiting?
- Will you pilot in a single area, roll out to the entire enterprise or a combination of the two?
- Will your mobile project be part of a larger rethinking of Recruiting workflow?
- How will you maintain and strengthen relationships with candidates once they have submitted their credentials?
- Do you want to offer job alerts and other content to your mobile audience?
- What kinds of content will you provide?
John Sumser is the founder, principal author and editor-in-chief of the HRExaminer Online Magazine. John explores the people, technology, ideas and careers of senior leaders in Human Resources and Human Capital. John is the also principal of Two Color Hat where he routinely advises Human Resources, Recruiting Departments and Talent Management teams with product analysis, market segmentation, positioning, strategy and branding guidance.