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12 Mobile Recruitment Applications (part 4)

In the past three articles I’ve described the latest developments in mobile recruitment. In Part 1 the explosion of mobile internet in the coming years and the evolution of online recruitment to mobile was reviewed. The implications of mobile devices and the required actions for HR / Recruitment Managers were described in part 2. In part 3 a short checklist was provided to see if your career site is ‘future proof’ for candidates visiting via a mobile device.

I will conclude here with some mobile solutions that show what already is technically possible to support your recruitment and selection process:

[slideshare id=9046189&doc=mobilerecruitingapplications-110828162145-phpapp02]

12 Mobile Recruitment Applications (part 4)

Screening CVs with iPad becomes ‘social’ and enriches talent pools

Dutch product development Cureka! introduced for global recruitment market

Cureka! Is officially launched on August 7th in the Dutch and the  world’s first tool that enables recruiters and managers to screen resumes on the iPad and simultaneously enrich and classify CVs. By adding ‘(dis)likes’, ‘sticky notes’ and photos, CVs become more ‘social’.  High quality talent pools can be built with a touch on a screen. By making the screening of CVs an activity independent of the office, the recruitment process is shortened and recruiters and managers can on average spend one hour less per recruited candidate.Screening CVs with iPad becomes ‘social’ and enriches talent pools

The Future Of Mobile Recruitment: Checklist (part 3)

In four articles I’ll describe the developments in mobile recruitment. In Part 1 the explosion of mobile internet in the coming years and the evolution of online recruitment to mobile was discussed. The implications of mobile devices and the required actions for HR / Recruitment Managers were described in part 2.

Here’s a quick checklist to see if your career site is ‘future proof’ for candidates visiting via a mobile device. Because they will do so! And in the near future they will do this more frequent and expect a good user experience. Therefore, be prepared and perform the following checklist.

The Future Of Mobile Recruitment: Checklist (part 3)

Facebook Like for recruiting?

The Facebook Like button was released 1 year ago and has been a great success. According to Facebook, 10.000 new websites are adding this social tool every day. More than 2.5 million websites have integrated with Facebook, including 80% of U.S. Top 100 websites and over 50% of comScore’s Global Top 100 websites.

The result of all this? Every month, more than 250 million people engage with Facebook on external websites. Moreover, a study last month by Eventbrite concluded that a “Like” is more profitable than a tweet.

And Facebook’s success hasn’t gone without notice. Google recently launched +1, its answer to Facebook’s Like button, and also LinkedIn has a Share button these days to integrate in your website. Facebook Like for recruiting?

Social News from your target audience

For some time I’ve been mentioning that Social News is the next step in the evolution of the Internet. With Social News I do not mean platforms such as Digg or Delicious. These websites have existed for years and are often associated by this term. No, I mean REAL Social News. News that comes to you instead of you the news, thanks to the online network you already have (and not by building a separate list of interesting people on Digg).

Social News from your target audience

Applicant Tracking / Recruitment (ATS) research shows great improvements in using stand-alone software

End 2009 research was conducted in 164 Australian organisations with over 500 employees, representing a total of over 730,000 employees, about their Human Resources Information System (HRIS). The responses have been collated in the “Navigo Australian HR Tech Report 2010” (free copy to download).

Over 70% of enterprise-level organisations in Australia use a HRIS. Not surprisingly is that larger organisations are more likely to adopt a human resources information system. The larger an organisation is, the more HR solutions are technology-enabled as part of the organisation’s HRIS.

Interesting fact is that Applicant tracking / recruitment ATS stands-out as the solution area where organisations most commonly adopt stand-alone systems i.e. best-of-breed solutions. HRIS-based systems were less common (like SAP HR or PeopleSoft). Applicant tracking systems are also the area with the largest differential in satisfaction amongst all the HR solution areas surveyed. Satisfied or very satisfied results for those employing stand-alone software rated 70% versus 15% for those with manual systems. So it doesn’t come as a shock, despite being the second most common, manual systems are deeply dissatisfactory compared to stand-alone software. It’s easy to conclude that organisations with manual recruiting processes will be able to achieve very noticeable improvements when adopting a stand-alone system.

System Adoption – Applicant Tracking Recruitment

Applicant Tracking / Recruitment (ATS) research shows great improvements in using stand-alone software