Increase Your Recruiting Success with Mobile Job Search Apps

May 25th, 2012

According to a recent survey conducted by the online recruiting research lab Potentialpark, about 19 percent of job seekers use their mobile devices for career building and job search purposes. But only 7 percent of employers offer a mobile version of their job search resources and application pages. And only 3 percent offer any kind of mobile job app.

With smartphone use on the rise and savvy job candidates everywhere bringing the internet with them on the go, hiring managers would be wise to update their recruiting strategies to take advantage of this trend. And since more than 75 percent of employers stated that they planned to launch job search apps within the next year, the competition for talented mobile job seekers is about to heat up.

Here are a few suggestions that can help you stay ahead of the game as both recruiting and job hunting go mobile.

1. Make sure your website is mobile enabled. Job seekers often receive job alerts or view lists of job postings using their phones. If they click on your posting or alert, make sure they’re taken to a website they can download and read. If not, they may simply move onto the next alert and be scooped up by a company with a more accessible posting.

2. Use mobile apps to keep your recruiting team connected. Make sure that your hiring mangers, recruiters, and talent scouts can quickly pass application materials back and forth in readable, mobile accessible formats. On the go data sharing can mean the difference between snagging promising candidates while they’re available or letting them slip away.

3. Offer additional information about your available positions through mobile enabled multi-media streams. Each open position should have its own blog, and each blog should have additional information that supplements a simple list of job requirements and qualifications. A short video of the hiring manager talking a bit about her background, for example, can gain the attention of a talented candidate. Just make sure that candidate can view the video from her phone.

4. Find out exactly what job seekers are doing with those mobile devices. If your target candidate uses her phone to network or arrange lunch meetings on the go, factor that into your mobile recruiting strategy. If she uses mobile job search apps like Careerbuilder or Monster, make sure your posting appears on mobile enabled lists.

No matter how you decide to work mobile capability into your recruiting and hiring plan, you’ll need to make those decisions soon. Contact The Palmer Group for additional guidance on factoring mobility and other digital resources into your talent management strategy.

Shaping Your Talent Management Strategy: Stop Bossing, Start Teaching!

May 11th, 2012

Just like cultures and attitudes, broad approaches to staffing and retention tend to evolve over time. Regardless of the industry, employees’ personal values tend to shift in accordance with the shifting values of a larger culture. And the classic characteristics of an effective manager twenty years ago are unlikely to lead to success in today’s workplace.

So if you’re an HR pro or a department manager, what does this mean for your staffing and retention methods? Are you holding on to outdated management approaches and missing opportunities to make the most of your talented team? Consider the following differences between modern and outdated management styles.

Effective Management Styles: The End of No and the Beginning of Yes

In today’s fast-paced, global, relationship-and-technology-driven world, companies are more likely to find success if their employees are innovators, risk takers, and collaborators. In the old model, bosses did well when their employees were obedient and followed orders quietly, and rigid hierarchies kept things moving while maintaining the status quo. But companies who still cling to those ideals and those fearful workplace cultures are stalling out and falling behind. They’re being surpassed by teams of engaged workers who aren’t afraid to speak up. When employees contribute and invest in the big picture, everybody wins. But they only tend to do this when they feel comfortable taking risks. Think about this the next time you close your office door, say no, or find yourself freezing out an employee to keep him or her in line.

Effective Management Styles: From Bossing To Teaching

Retention and talent management are no longer about giving and receiving orders. They’re about giving and receiving information and sharing the wisdom of experience. Employees thrive when they learn from the things you know. They don’t thrive as much when they’re simply executing your instructions.

Effective Management Styles: From Know-It-All to Fellow Learner

Instead of answering the next question from one of your talented employees, trying offering another question. Encourage the employee to work her way toward a solution on her own. For example, if an employee asks you if she should choose this course of action or another one, help her account for the pros and cons of both, but allow her to arrive at a decision—and accept responsibility for the decision—by herself.

If you encourage employees to take risks and propose solutions on their own, you’ll have to be prepared to back them up when they make mistakes. This may come at a small cost, but the benefits will far outweigh these costs as your employees learn to understand and contribute to the business as a whole. As a general trend, agency, ownership and engagement are replacing obedience and risk-aversion. Make the most of this trend and you’ll get more out of your most valuable form of capital.

Do you need help moving your talent strategy into the modern world? Find the answers you’re looking for by r

eaching out to the experts at The Palmer Group.