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Job-seekers and recruiters alike now consider the ability to apply via mobile to be a must-have job search option. Mobile recruiting is no longer a cool new option, but a requirement for companies interested in recruiting Gen Z and Millennial workers. Read on for the most important details you need to start or improve your mobile recruiting practices. 

Closeup of hands of young man in checkered shirt using mobile phone while his partners arguing

The Job Search Process Has Changed

Instant mobile experiences have come to be not only the norm, but the minimum. That applies to mobile recruiting as well, because the job search process has changed. 85% of people in the United States own a smartphone, and make that 96% for those in the 18-29 age group. Those are your job seekers in the insurance and benefits industry, and their expectations for the recruiting process have gone mobile. 

Recruiters for insurance and benefits agencies can employ a lot of different tools to align with the new mobile-first expectations of the job candidate pool.  Consider text to apply solutions, online portfolio submissions, even social media as a method of accepting applications. Having someone to manage all of that for you is another story. Either way, the job search process has changed. 

What’s So Great About Mobile Recruiting?

For companies, adopting the latest tech-driven tools demonstrates you are up-to-date. That attracts and impresses forward-thinking talent and hints that your workplace is likely to be more progressive, too. In today’s highly competitive, candidate-centric hiring marketplace, a reputation as a desirable employer can set you apart from other companies vying for similar-profile candidates.

Thanks to targeting, you can use social media to reach out with your job announcement to potential candidates – even those in highly specialized positions. LinkedIn and Facebook provide outlets for advertising to social media users. FaceTime, Zoom and Google Meet are all options for meeting via mobile for recruiting candidates for roles like Account Executive, Sales Director, and Sales Manager. 

Mobile Recruiting Can Backfire if you Don’t Optimize Your Response

Smartphones and tablets are now the mode of choice for the majority of Americans who search online. So there’s no question candidates are searching for their next job this way, too. It’s a tool you cannot afford to ignore, but using it successfully requires a deliberate investment.

Just as with retail shoppers, experience is everything to candidates. If your mobile experience is less-than-compelling, they will quickly look elsewhere. And once they find a superior experience, you’ll never see them again.

As early as 2015, Pew reported the most common barriers were:

  • Web pages that are not optimized for mobile devices. Candidates have trouble accessing and reading content that doesn’t display properly on their smaller screen.
  • Difficulty entering large volumes of data. Industry experts suggest you consider restricting mobile apply forms to the basics – contact information, job(s) of interest, current position and key tasks plus a link to the candidate’s LinkedIn profile.
  • Difficulty submitting supporting documents or files.

If you're still not optimizing your mobile recruiting experience in 2022, you're missing the best candidates out there, who have higher expectations. 

Mobile Recruiting Allows for Real-Time Hiring

Recruiters at insurance and benefits agencies need to attract top talent and make the entire hiring process more effective in a mobile-first world. The great thing is, mobile recruiting allows your team to grow faster and create real-time relationships with candidates for current and future openings. Recruiting is an ongoing process with important implications for the success of your business. Get our Ultimate Hiring Guide to learn more about enhancing your hiring processes.

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