In yesterday’s Advisor, expert Matt Adam busted three myths of mobile recruiting while speaking at the Society for Human Resource Management’s (SHRM) Talent Management Conference and Exhibition, recently held in San Diego. Today, Adams shares a good example of a mobile site, plus several ways to best approach recruiting via mobile.
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For a good example of a site, Adam suggests checking out Jobs.PapaJohns.com. (Adam is chief talent strategist, NAS Recruitment Innovation, in Cincinnati.)
Good sites feature:
- Snackable content. Who we are, what we do, invitation to “join our talent network.”
- Auto tech. It is nice to have some form of auto technology that notifies potential candidates when jobs come up.
- Balance. Communication is a delicate balance. You don’t want to bug potential candidates, but you do want to keep them engaged.
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Mobile Approaches You Can Try
Apps. Adam is not a big fan of apps, he says. Apps are for things you want to do again and again. They are expensive to build and maintain. If you want to experience a good one, search the app store for “pepsico careers,” he suggests.
QR Codes. These codes, which operate much like bar codes but hold 350 times more information, can be effective, says Adam, as long as:
- They are easy to scan.
- There is a reason to scan.
- They take the scanner to a mobile-friendly landing page.
Also, says Adam, be careful where you choose to display your quick responses (QR) codes. For example, two places to avoid:
- Subway cars (There’s no phone service down there.)
- Sides of busses (You’re going to make people run alongside the bus to scan the code?)
SMS (texting). A lot of messaging today consists of pictures, says Adam. SMS works, but keep in mind these concerns:
- You may need full opt-in consent to be texting.
- You need to keep anything you text relevant—you have to show respect for the person you are texting.
Games. Check out the Catch the Oreo game—a positive, augmented reality attention getter.
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