{Replica} The Future of Mobile Recruiting: The Sleepy Trend?

Some time ago, Gero Hesse asked 10 blogging HR consultants about current future trends for his blog Saatkorn. The changed requirements: Mobile. But how far is the mobile Recruiting really developed in Germany?

A sleepy trend?

The fact is: It would be technically much more possible today than from Companys is already being implemented today. It wasn't just yesterday that many companies missed a trend here clear.

This is how Atenta's personnel consultants, who in 2013 in their first mobile recruiting study, put it Career-Offer of 160 companies from DAX, MDAX, TecDAX and SDAX examined, states:

Only four percent of the companies offer as Alternatives a mobile career app for at least one of the common mobile operating systems. However, 70 percent of these apps run on Apple's iOS operating system, although Android smartphones have long been the market leader among users.

2014 does not look much better

The books on the subject (advertising)

And even a year later this did not look much better: According to the new edition of the study 2014 are still 80% of all companies without a mobile-optimized offer for potential Candidates.And more:

The possibility of a mobile (pre-) Application remains an absolute exception to this day. Measures to simplify the mobile application, such as the Xing or LinkedIn button, we have examined it, but had to leave it out in the results due to the lack of relevance.

Reasons for the misery

The reasons for the misery are manifold: The innovations of the web with its diverse possibilities of presentation, the interactive Communication or the integration of images seem to fail due to technical obstacles to evolution.

It seems all too convenient to repeat the recurring phrases, representations, and communication crises with the candidate group to be discussed - changes are only slowly visible.

The Internet offers more possibilities

Discounts for your success (advertising)!

For a long time, the recruiting scene was concerned with the opposite: HTML or designed layout, that was the question. It was only slowly that people realized that the possibilities of the web actually offer excellent opportunities for designing Jobs with a company logo in the appropriate CI layout.

The fast technical innovation cycle with the trend towards increased SmartPhone usage is irreversible. Thus the circle of technical progress followed: Suddenly, the creative achievements in job advertisements had to be put back to the test of the feasible.

User experience and job ads

The user experience dictated that job advertisements on SmartPhones must be clear and with fast loading times the patience of the applicant can not be exaggerated.

In the discussions about mobile recruiting, the dogma of the layout and content of the job advertisements was only too seldom called into question: rectangular, employer self-portrayal without end, text deserts sprinkled with endless bullet points - all of this is now managed by the Technology-Innovation put to the test.

Uncool for Generation Y

In addition, there was an argumentation chain, which was repeatedly stimulated in numerous surveys:

Companies that shut themselves off from the possibilities of mobile recruiting are considered to be un-cool, backward - which representative of Generation Y wanted to hire from such an employer?

Top books on the subject

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