Hire Strategies Blog

Why the timeline will be the only place to be.....

Have you noticed how your timeline content is becoming a mix of updates from people you know, recommended articles/blog posts and sponsored content/adverts? There's a bigger reason for this and why you need to start thinking timeline!

What if Google blocked career sites that didn't have a mobile version? Would you care?

You may think it would never happen but as Google show in this video, consumers are taking their journey across devices so that's exactly what Google are "forcing" with Enhanced Adwords. This being the case, it's only a matter of time before they "encourage" website owners to make their websites compatible across all devices or suffer in search results if they don't!

Why mobile recruiting (hopefully) won't be anything like social recruiting!

Not so many moons (or moans) ago social recruiting was the next BIG thing but with all the hype we kind of destroyed it. 

• Nay sayers rejoiced by criticising the guru's.
• Guru's popped up daily with their "expert" status based on a few Twitter followers.
• Tech vendors claimed a social first by using the AddThis share code to jobs.
• Bloggers claimed their blog to be the first social recruiting blog.
• LinkedIn profiles sprinkled social confetti throughout hoping to get found by someone, anyone.

Apply with Google+? Seriously? Well Google let you!

I was doing a career site review the other day so was mooching around Google for some examples and came across their use of Google+ as part of the application process. It seems to be getting everywhere these days!

How long do mobile candidates spend on your career site compared to desktop candidates?

Just because you build it, and they come, doesn't mean they will stay. Knowing how your candidates interact with your career site, and how that varies from desktop to mobile is vital to be able to plan how you get better results.

Not all (mobile) traffic is equal...

Two similar size retailers, similar volumes and percentages of mobile traffic yet very different split across devices. PPC advertising to the rescue!

Just because you don't have a mobile career site doesn't mean you can't design for mobile

One day soon, not very long from now every company will have a career site that works on every device automagically. Until then though, what can you do to make your EXISTING career site more mobile friendly?

Mobile job applications - are we missing the point still?

This conversation is going to continue for a few years yet but I still don't "buy" the premise that all the blame lies with the ATS vendors. I accept that they are well-placed to solve part of whatever the problem really is but right now I don't actually think the real issue has been defined.

Can Linkedin solve the mobile job application challenge? I think they can and will.

It is easy to blame the ATS for failing to deliver a mobile friendly job application process but this TOTALLY misses the point.

But, putting that issue aside, I actually think the answer sits with people like Linkedin so let's see if I can explain my thinking.

 

How social? How local? How mobile?

Yet another buzzword maybe but it does have a place in the mind of the recruiter. 

Aggregation of Advantages

I first heard this term attributed to Chris Boardman who is Director or Cycling for the British cycling team. Arguably the most successful British Olympic team ever; even more so than swimming (maybe). Boardman made lots of little tweaks many of which were so minor they were hardly noticeable but added together they made a significant difference. So much so, both the mens and ladies cycling teams kicked ass down under in the world championships beating the Australians twice! If nothing else, just knowing how much Australia will be hurting right now is poetry in motion. 

Of course we all have a view and understanding of social, local and mobile but as individual "channels" they may not be that significant but as small advantages they can make a difference. Social may only be relevant to 5% of your candidates, local may be 3% and mobile only 2%. Or whatever the numbers are they add up and over time they will grow. 

Lots of recruiters will choose to wait and see whilst forward thinking recruiters will look for every advantage they can get. For those that want to stay one step ahead of their competitors we think SoLoMo will be critical. We have a few improvements to add to HirePad to support this approach and will be sharing them shortly.