Building a Mobile Strategy (4 of 6) - by John Sumser - HRExaminer

When the VP of HR slot is filled from within the ranks of the department, people with Recruiting backgrounds have the advantage.

Building a Mobile Strategy: 4 Key things to consider

The best time to start developing your mobile strategy is right now. The degree of fervor you apply to rolling out the change process should take a number of things into account. The right approach for your team and your organization is probably not a cookie cutter version of someone else’s project. Cautious timing reduces both risk and benefit.

  • Are you trying to recruit from the dominant mobile demographics?
    Just as you’d expect, the demographics of heavy mobile users skews towards a younger crowd. Sophisticated mobile usage is correlated with age.  It’s more important to deploy mobile tools if that’s how your audience wants to communicate. 
  • How critical is your Recruiting need?
    If your current approach to Recruiting is providing acceptable levels of quality and quantity, you may want to consider waiting. The over riding principle here is the expense or benefit to your Employment Brand. Adoption is necessary of you want to avoid being pigeonholed as stodgy. 
  • How comfortable is your organization with risk?
    Technology adoption simultaneously rewards and punishes early adopters. When you are among the first organizations to deploy new tools and they work, the result is significant competitive differentiation. However, lots of false starts and public mistakes are often the price of being first.
  • What does your current mobile traffic look like and how fast is it growing?
    To the extent that you already have mobile visitors to yourt employment site, you are suffering brand erosion. Get a hold of the web logs and come to grips with the realities of your exposure.


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