Global Mobility Manager: Do Mobile Phone Recruitment More 

If you want to get an edge in getting the best talent in a very competitive market, better check that your company site has been configured to do help recruit talents using their smartphone, other than your site. That means that it has a career page where your prospective candidates can search and apply for jobs and send their resumes, even on their mobile phones. Yes, people still look for jobs on company websites.

Being mobile-optimized is definitely important. A user — in this case, your potential assignee or candidate — can use your site on their mobile phone as seamlessly and as efficiently as they do so on their other larger smart devices, or your desktop computers. The content is very easy to browse through, text is easy to read, all the visuals are eye-friendly, and there is no time lag in clicking from one tab to another.

In a very mobile age where recruiters and global mobility managers routinely use videos in platforms like Skype and Zoom to interview their candidates, it is all too easy to ignore mobile recruitment. But think about it: your career page on the user’s mobile phone is your first base in landing preferred talent. It remains the best way to inform your target public of your search for quality hires; at the same time, it is a platform for employer branding that should be able to persuade them to apply. It is also ultimately the page where the job links you post on social media work for you.

Mobile recruitment also stands as the undiscovered country for talent search. Many other recruiters ignore it to their detriment, leaving it an unexplored gold mine of qualified, motivated candidates — and in the case of global mobility managers, assignees. 

A huge chunk of the workforce, especially the Millennial and Gen-Z workers, use their mobile phones for career-related activities. They are also very picky about the internet places they visit. As Glassdoor warns, 22 percent of them click away from a non-mobile-optimized site to find a more user-friendly one, if they find it too slow, inefficient or cumbersome. RecruiterBox adds that a clunky, non-responsive career page turns away 40 percent of today’s tech-savvy applicants.

Now this is where the opportunity for a smarter global mobility-manager-cum-recruiter comes in. Mobile recruitment actually increases the chances of success for companies that have invested in it:  RecruiterBox points out that only 13 out of 100 firms have mobile-recruitment-ready sites and related processes. These companies are more accessible and their career sites are more attractive to candidates who do everything, from shopping, dining, to dating, on their mobile devices.

Mobile recruitment obviously presents more advantages to the global mobility manager. Foreign applicants based on other locations, and who are almost always on the go, can easily check out the job openings on their site, upload their resumes, and apply. If the global mobility manager likes the resume that drops on their inbox, then a phone call setting up an interview can happen in just a few minutes. If both parties are available, then that phone call can be the actual interview.

Shieldgeo takes it a step further: why stop at a mobile-optimized career site?  Capture the market and overshadow your competitor by creating an app just for global recruitment.

It might be time for global mobility managers to start collaborating closely with their IT colleagues. But that’s how the best recruitment minds in Silicon Valley also started. Regardless of how you feel about tech, do it ASAP. A growing, younger talent pool, weaned on cellphone culture, awaits.