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By Gerhard Kenk (More) • Last updated on October 07.11.2014, XNUMX • First published on 07.11.2014/XNUMX/XNUMX • So far 4385 readers, 1272 social media shares Likes & Reviews (5 / 5) • Read & write comments
In the next evolutionary step of the mobile Recruiting is no longer the self-centeredness of the employer, but the Effect of a job advertisement to the recipient (Candidate) of the career message. What does the optimal candidate experience of tomorrow look like?
The fact is: The use of the Internet is increasingly shifting to mobile devices such as tablet PCs and smartphones. More and more professionals are looking for jobs this way. The IT market research company Gartner predicted that mobile devices, including PCs, will even replace them.
Thanks to numerous laboratory examinations such as eye tracking, surveys on mobile recruiting as by Prof. Wolfgang Jäger or surveys of the usage habits of SmartPhones, it is obvious that there is considerable need for action.
According to a study by Google, 29 percent of Germans already have a smartphone, and more than half of smartphone owners use it almost every day Internet to. And 14 percent are specifically looking for new jobs on the go – and the trend is rising.
The German Economy However, apart from a few exceptions, is not prepared for the mobile Internet trend, especially not when it comes to recruiting. The Companys themselves pay little attention to mobile recruiting, as the Atenta Mobile Recruiting study shows.
The study has only isolated positive trends identified. According to the study, the overall result is similarly poor in an international comparison, but according to the authors of the study, the German economy should not rest on its laurels, because talented people are already "mobile ready".
As a Innovation for the Future the study proposes a better design of the Jobs implement. Buzzwords such as wiping optics, tag cloud, organization chart and search field are at the center of the discussion.
There are also studies on the candidate experience from the job exchange Jobware. With the “Eye Tracking”System” she examined the applicant's reading habits.
Objective this laboratory test: The newly gained knowledge should be taken into account when designing job advertisements.
The subjects, who were observed under laboratory conditions when reading mobile job advertisements, did not take a sheet to their mouths.
Judgment of the target groups about the Implementation of job advertisements for mobile recruiting then fell quite devastatingly. The most common criticisms were:
The Recruiter-Industry can no longer self-righteously update old and cherished practices 1:1, but must also pay tribute to technological progress when addressing applicants.
The Technology-Bridge by Indeed MoBolt streamlines mobile job posting with a minimalist information approach.
It also shows how Online-Applications from the SmartPhone des Candidates can be transferred directly to the employer's applicant management system using interface technology without media discontinuity.
Jobware now demonstrates a content-related “detox treatment” of overloaded job advertisements with its new one Concept the “mobile optimized job advertisement (MopS)”.
Focusing on the really relevant content of a mobile job display is placed in the foreground.
Remarkable in the case of the jobware solution approach is the absence of the 1: 1 update of a job display on reduced display conditions - as it is operated by many media designers.
Jobware throws all the “building blocks” of the job advertisement and then uses the individual components to construct the new, mobile optimized job advertisement.
In doing so, the important thing is differentiated from the secondary. At the end is a newly constructed job posting: The primacy of relevance.
The successfully Optimized job advertisements are not just about adapting the visual elements to the new, stricter display conditions on the smartphone. Conceptual and structural changes are necessary - everything is subject to the primacy of content, functional and technical relevance.
Eye-tracking lab tests with desktop-filled job ads are like a childbirth day compared to a scene party at the Techno-Club Berghain.
The cult-party-palace lives from a strict quality control, in this case from bouncers, which strictly adheres to the Berghain-Party-gene in the admission control of guests.
Perhaps the recruiting world could also profit from such controls and only publish mobile optimized job advertisements on the web that successfully passed such bouncer checks.
That remains a wishful thinking - at least as long as the “Golden Runkelbeet” initiated by Jannis Tsalikis and Henner Knabenreich has not yet penetrated the recruiter's collective memory.
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Gerhard Kenk is the editor of Crosswater Systems and is considered the grandfather of the job blogging scene. Former IT recruiter Gerhard Kenk has been running the Crosswater Systems portal since February 2000, making him Germany's longest-serving job blogger. The information portal is aimed at HR professionals and recruiters, job seekers and job exchange operators and provides an overview of the market for job exchanges and job search engines in Germany. More information at www.crosswater-systems.com All texts by Gerhard Kenk.
FUTURE STRENGTH MOBILE #RECRUITING: There is a need for action! #hr #personalmanagement #humanresources
FUTURE STRENGTH MOBILE #RECRUITING: There is a need for action! #hr #personalmanagement #humanresources
Good #MobileRecruiting is not an 1: 1 copy of traditional job ads
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RT @matsblog: Good #MobileRecruiting is not an 1: 1 copy of conventional job ads
@professions
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RT @Berufebilder: Future trend mobile recruiting - Part 4: There is a need for action! -
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