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Are you a recruitment leader or a recruitment marketer who is on board with “mobile”…? But do you have a “mobile-only” plan? Deloitte thinks you should, especially if you hire a specific demographic. Read this 3-minute blog for some recruitment insight tp help you future-proof your recruitment business.
Deloitte is predicting that 30-40% of the population will have mobile-only internet by 2022 – hence a deeper reliance on mobile/cell/tablet activities. This number may be even higher in certain countries, so international recruiters need to take note.
This prediction means that the activities and buyer’s journeys of these people need to be at the front of recruiters’ minds… If people only use their mobile to interact with the web – what does this mean for recruiting workflows?
Recruiters Can Rely on A Low Fibre Diet?
With the prediction that your buyers have little need now for fibre networks, it makes them more mobile than ever. (No more letters to candidates asking them to be at the phone box tomorrow at 6pm for their phone interview!)
Adverts, website content, surveys, calls to action, email campaigns… all of these need reviewing to take this trend into account… The use of more traditional systems to communicate needs review (eg. email only).
What this does mean is that users will be even more beholden to their mobiles so accessing the 3Cs through them will never be easier… IF recruiters “get down” with new and innovative ways of communicating and attracting.
Plus what are the typical behaviours of a mobile-only user and how will this potentially disrupt the candidate/client/consultant buyer’s journey? How is your content adapted for mobile users? If we start at awareness, and the content viewed (and ideally interacted with) on mobile is not fit for consumption or interaction, you lost me at “Hello”
Mobile, Not Just for Executive Search Recruiters
The stats also tell us that the “mobile-only” theory will level out the playing field, in that this tech trend will not be restricted to the more wealthy. In fact, low-income households are more like to be mobile-only… so again, recruiters who want to attract this level need to plan.
Which of you out there hires people on less than £30k? What is your “mobile-only” plan?
The same can also be said for mobile-only being more about the younger talent pool, than the older – but you don’t need a Deloitte prediction to tell you that!
Recruiters May Need to “Think Small”
So – many recruitment marketers have gone a little crazy, colouring-in their websites and online platforms. This can “hurt” your buyers will slow rendering and high HTTP requests.
We worked with Volcanic on a number of web audits and found that most recruitment websites suffered from speed issues due to these two elements.
Note that mobile-only users are likely to suffer from slower speeds than their wired friends, and so your website needs to be sympathetic to this.
Perhaps recruitment marketers need to have a “low bandwidth” version of their sites to compensate for this trend?
What’s your plan for “mobile-only” in recruitment?
Need more advice on getting your recruitment website up to scratch? Read our Blog on the Four Mistakes You’re Making With Your Recruitment Website
I train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.
(Thanks Undercover Recruiter for posting this blog)
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Recruiters and their leaders who want to spend less time and money sourcing, and more time placing, need to read this blog and think about why they need to create a virtuous circle of talent.On our recent Bullhorn Tips webinar, where we focused on candidate management tips, we asked the attendees about their current candidate management strategy.The results were unsurprising, but also disappointing.They told us that their candidate database was...And that their candidate management strategy was...In other words, not future proof or focussed on creating a robust, easy to deliver pipeline. It's mainly focussed on live, active candidates who are imminently placeable... and Linkedin / Job Boards continue to win at the expense of the recruiter and their profits.Recruitment Data Wealth💵💶💷If we've learned anything (at least since 2008) we need a clean, warm databases to see us through easy and tough times.We need engaged, loyal, happy candidates who are easy to find, happy to recommend, refer, and show up!Some recruiters call this "Data Health" - I call it "Data Wealth".I've seen a lot of tech and data hitting the recruitment market, but still do not see enough process improvements to capitalise on it. We just keep buying more, rather than exploring how we actually need less, but need to work it better.It's Time to Move from Vicious to Virtuous!Recruiters still waste crazy amounts of time sourcing and advertising, but not enough time engaging and managing.And ironically, by not engaging, and letting hot data cool off, the industry creates silos of "cold" data. Hence sourcing is key and reliance on external systems is high, costs increase, placements take longer... Vicious cycle!What if, though, we take a moment? Let the stats below sink in, and engage with our systems and data in a proactive way. Could recruiters create a virtuous circle of engaged candidates staying loyal and placeable, meaning less need for job adverts, Linkedin, sourcing, and insanity?Yes!🔢Candidate Management Stats Every Recruiter Should Know78% of placed candidates are already in your CRM. – Yet many recruiters go straight to LinkedIn or job boards before checking their own database.Only 30% of CRM records are typically up to date. – That means 70% of your candidate data might be incomplete, inaccurate, or out of date.60% of recruiters admit to rarely revisiting past candidates. – This leads to missed opportunities and duplicated effort.It costs 6x more to source a new candidate than to re-engage an existing one. – Save budget and time by starting with your CRM.43% of recruiters say poor data quality negatively impacts their ability to place quickly. – Dirty data slows down sourcing, shortlisting, and matching.48% of candidates who apply to a role never hear back. – Proper candidate management helps ensure consistent communication and better candidate experience.80% of candidates say they’d reapply to a company with a good hiring experience. – Engagement doesn’t stop at “not selected”—it builds your future pipeline.Recruiters spend up to 1/3 of their time on admin. – Automation and smart candidate management free up time for relationship-building and placements.Re-engaged candidates are 2x more likely to be placed than cold-sourced ones. – Prior placements and silver medalists are often your hottest leads.Companies that nurture candidates improve quality of hire by 20%. – Keeping in touch with passive talent builds a stronger, more prepared pipeline.The stats above are from a variety of sources, including IBM, TalentBoard, Bullhorn, and LinkedIn.Even just one of the stats above should be enough to make you stop and think "how can I create a virtuous circle of happy, engaged, and placed candidates?"💻Watch our Bullhorn Tips Webinar and use Bullhorn to manage and engage your candidates.Click to WatchRecruitment and Bullhorn TrainingWe deliver the best live Bullhorn ROI webinar training, and you'll find other tips and tricks in Recruitment HIIT, our online recruitment training platform.Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.TRY HIIT FREE HERECONTACT US ABOUT BULLHORN ROI
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