3 Pillars of Mobile Recruiting

3 Pillars of Mobile Recruiting

My mobile phone goes with me everywhere. It’s my preferred method of communication and the device I most use to shop, search and connect with friends, colleagues and family. At present count, I have 125 mobile apps on my iPhone some I use more than others. Mobile is quickly replacing not just our landline phones and desktop computers but also our televisions, cameras and stereos. This technology I liken to our new age Swiss Army Knife serves is a source of information, resources and connectivity in every aspect of our daily lives. Mobile provides us freedom to choose the way in which we live our life.

For a growing number of candidates, the mobile device is their preferred method of internet access and communication which means employers must consider mobile in order to engage talent. It’s no longer a luxury for employers but a necessity. The challenge is mobile is complex. It’s not simply mobile apply, a career site or social media strategy. It’s all of the above.

Like any recruiting strategy or plan, a mobile strategy should be unique to the organization, however, there are some mobile basics which are true regardless of the industry, company size or location. I call them the three pillars of mobile recruiting.

Career Site

Your career site is the heart of your online employer presence. It’s the central place that you, as the employer are fully in control of the platform, the message, the engagement and interaction. All other platform, engagement and candidate interaction, have one central goal which is the drive the candidate to the career site to apply for a job, join a talent network or job alert. This is the candidate’s official notice they provide the employer that they are interested in the company and a specific job opening. Candidate’s wherever they are and whatever device they choose to show their interest should be able to access and enjoy the career site especially on a mobile device.


Supporting efforts include recruitment marketing, messaging and branding. They also can include supplementary career site applications and technology including a mobile app and mobile apply. Support functions and technologies including “mobile apply” are important in the hiring process but not essential to the hiring process yet. These activities and actions help support or elevate the hiring process making an employer stand out from the competition which is essential in this employment market which essentially has zero unemployment.


According to a 2015 Pew Research Study, 91% of smartphone owners ages 18-29 used social networking on their phone at least once over the course of the study period, compared with 55% of those 50 and older. Social media is a platform to connect with friends, stay up to date on news and current events and for research which increasingly includes the job search. Social media platforms like Twitter, Facebook, LinkedIn, Instagram, Pinterest and SnapChat offer a great way to engage prospective job seekers in real time. Job seekers can connect directly with employers and recruiters versus a job board or agency recruiter who serves as a go between. Job seekers feel more connected on social media and since a large percentage of activities via social media happen on a mobile device, employers must assume candidates are accessing these sites on multiple platforms and should prepare accordingly.

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Jessica Miller-Merrell

Jessica Miller-Merrell (@jmillermerrell) is a workplace change agent, author and consultant focused on human resources and talent acquisition living in Austin, TX. Recognized by Forbes as a top 50 social media influencer and is a global speaker. She’s the founder of Workology, a workplace HR resource and host of the Workology Podcast.


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