Saturday, April 03, 2010

Recruitment Strategy Development - Mobile Recruiting technology will leap frog Internet postings

As part of my Recruitment Strategy Development series, RecruiterGuy is making a prediction. Mobile recruiting technology is going to leap frog the Internet posting sourcing that everyone has grown to both love and hate.

Your Applicant Tracking System will enable candidates to opt in to your mobile recruiting program. They have the opportunity to post their resume in your system with the request to receive a text message when a position opened in their area of expertise and commutable distance from their zip code.

It is important to allow candidates to opt out of receiving texts. If you miss just one person’s request, it could cost your company over $10,000 – that would quickly drive up your costs to employ this technology.

By allowing candidates to opt in and out of mobile recruiting, companies will provide interested candidates an opportunity to learn of openings the moment they are posted by receiving a text message.

Since the millennial generation grew up with computing power in their pockets, this is where you may find them. Can you imagine the power of reaching qualified 200 candidates in seconds – all of whom told you they want to be contacted? Many of these are the true passive candidates who just want to be contacted for specific positions.

The difficulty that some companies may have is narrowing down their positions enough to prevent “spamming” candidates while texting openings. If your company breaks this trust with candidates, they will probably opt out of your mobile recruiting program in a hurry.

How do the costs compare with Internet postings? It depends on many factors. How many qualified candidates you hire using this method of sourcing is a major metric. Your costs to text to these candidates are another cost to track. Additionally what is your cost to follow-up? I suggest that you conduct a trial program first to see how it works in your recruiting culture. If you experience success quickly, then gradually widen the opportunities. Meanwhile continue your traditional proven ways to source.

For further discussions on this improved way of sourcing you may contact me at recruiterguy@msn.com.