Shannon Smedstad | , , , , , , , , , , ,| By
Do you check your smartphone first thing in the morning and snuggle with it on the couch at night? Have you ever left your house, only to realize 20 miles later that you forgot your phone … and then turn around to retrieve it? What a world we live in! We have become a mobile society: working, shopping, chatting, sharing and job searching from anywhere at anytime.
Since first quarter, I have been involved in mobile-related conversations that end with long to-do lists. Until last week, my company did not have a mobile-optimized career presence, and that was something we hoped to tackle and change this year. But, why? What’s all the mobile fuss about?
NUGGETS OF MOBILE INTEL FROM TMP
During the most recent #NACESocial in California, David Spector of TMP Worldwide kicked off the conference with a presentation on mobile and social. I was not physically there, so I tuned in via one of my favorite social platforms, Twitter. Here are few nuggets of genius posted during Spector’s keynote.
- In other countries, the smartphone is the only way to access the Internet. The mobile UX needs to be a priority. – Tweeted by @Social_Em
- Mobile search is always on – 77% use mobile at home or work. – Tweeted by @Martimehi
- Social media is providing access to content wherever they are whenever they want. – Tweeted by @DiWillikers
- Be platform agnostic. Content should be accessible on everything, even if it doesn’t have all the bells & whistles. – Tweeted by @Social_Em
HOW TO START THE MOBILE CAREER SITE CONVERSATION
Do you feel like your company is light year’s behind because it lacks a mobile career site? Then you may be surprised to know that you’re company is actually in the majority. A recent CareerBuilder study found that only one in five Fortune 500 companies have a mobile-ready career site. And, with mobile job search on the rise, many companies are quickly trying to catch up.
To help you catch up, here are some tips for starting the mobile conversation:
- Gather Data. Work with your job board and distribution partners to understand how much of your current traffic is via mobile devices, and what they are seeing overall on their site in terms of mobile traffic and trends. Additionally, ask your internal web team to share current career site analytics to determine how much traffic is coming from mobile.
- Research Competitors. Who do you compete with for talent? Do they have a mobile career site? Take out your mobile device and start doing a little digging into the competition.
- Build Support. Once you are armed with data, case studies and competitor site information, call a meeting with your HR leadership team. Sometimes, seeing is believing and you’re going to want your executives to help sponsor any future mobile projects.
- Bring in IT. From my experience, going mobile means truly partnering with your tech team. HR can share statistics and come up with ideas all day, but we’re not born to code. Getting IT on board with the idea of going mobile will be critical during the future planning, developing and implementing phases.
GOING MOBILE TAKES PLANNING & COLLABORATION
Once you’ve received the green light to go mobile, the real fun begins! How will you go mobile? Here is a list of questions that you may want to consider using during the initial project planning.
- Will your organization build an app, a separate mobile site or use responsive web design?
- Do you have the IT resources internally to build and maintain the site or is an agency the way to go?
- What will the user experience look like?
- If the career site goes mobile, what about the ATS?
- Will job seekers be able to complete a job application?
- What is a realistic timeline and ideal release date?
- How much is this going to cost?
- How will you know if the effort has been a success?
There are many variables to consider ahead of time when thinking through your strategy and approach to a mobile career presence. And, there will be variables that you can’t plan for (called hurdles) that you’ll overcome along the way. In my experience, building a mobile site using responsive web design was a bit of a journey and we still have more work to do. It’s my belief that having a mobile career site is smart HR. It’s smart business. And it’s work worth doing.
How close are you and your organization to going mobile?