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The Evolution of Mobile Recruitment

Written by Kimberley Startup | October 26, 2012 | 1 Comment

Mobile recruitment, employer branding, human resources, HR, recruitment, online recruitment, recruitment 5.0, mobile, recruiters, employers, branded recruitment advertisingThe impact of technology has paved a new path for online recruitment; from focusing on the active job seeker via online job boards to building communities through the use of social media to target the active and passive talent. Then there is leveraging these communities for the benefit of recruitment by crowdsourcing.

Yet, despite companies still coming to grips with this new way of hiring, there is already discussion about the next advancement in recruitment – recruitment 5.0.

As a relatively new concept, the following article is based on information from Matthew Jeffrey ‘Recruitment 5.0 The Future of Recruiting – the Final Chapter’.

So what are the defining features of recruitment 5.0?

According to Matthew Jeffrey, 5.0 is all about personalisation, self-sufficiency, predictability, big data and returning to the basics. It includes everything from mobile recruitment, cloud footprints and augmented reality to humanisation, cloned employees and the end of recruiters as we know it.

But for now, lets consider the evolution of mobile recruitment and what this means for hiring managers and recruiters.

Mobile recruiting…

Whilst mobile is unlikely to be the solution to hiring, it is undeniably becoming a key channel in the recruiting mix.


Hubspot recently revealed 25 mobile marketing statistics that demonstrates just how important mobile can be to recruitment.

– Mobile now accounts for 10% of Internet usage worldwide (more than double since 2011)
– 91% of mobile Internet is for social activities
– 1.08b of the world’s 4 billion mobile phones are smartphones

And, some predict, within the next three years, mobile Internet users will exceed desktop users.

As a recruiter, these stats are too powerful to ignore.

So how does mobile benefit recruitment?

Whilst research shows that people actively search for jobs on their mobile, unfortunately, the technology for applying and attaching CVs is not quite there. Therefore, those who do look at jobs on their mobile throughout the day must wait until they get home and apply via desktop.

However, what mobile is good for is the opportunity to build trust and brand awareness, engage with potential talent and provide a richer candidate experience.

By adopting a mobile-enabled website or creating a mobile app, potential candidates accessing your company will be more engaged and interactive – making it easier to attract star talent.

Employer branding is of paramount importance in recruitment if you want to be at the top of your game. Hiring the right person for your team can transform your company, and a positive brand experience is a crucial piece of this puzzle.

Embracing mobile recruitment as a candidate attraction tool is an innovative (and logical) way to capture and express what it’s like to work for your organisation. And particularly for recruitment, could make the difference between attracting and losing talent.

But before you add a mobile aspect to your hiring process, you need to consider your audience. What can you offer them? What are you looking to achieve? But most of all, understand the real power of mobile for recruiting and building your company brand.

One thought on “The Evolution of Mobile Recruitment

  1. Reece Sayer on Reply

    I work for, a job board focused solely on graduate recruitment, I believe that recruitment 5.0 is even more important when dealing with graduates, most graduates carry around a smartphone connected to the internet which opens up endless possibilities; especially for Augmented Reality (AR).

    We’ve recently been trying to bridge the gap between offline and online recruitment and found that distributing flyers which, when scanned by the AR app, give more information on the job, the actual link to apply and social media links works wonders.

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