By Danya Williams, Marketing Communications Manager at Frog Recruitment
Texting is still a very strong and effective communication channel for recruitment which is seeing some of the biggest success in cutting through and engaging with talent. Average eMarketing open rates sit around 20% (Jericho) compared to text where approximately 70% are opened. Although I don’t have the source for that statistic it’s easy to see, based on your own behaviour of how many text messages you open vs emails, just how much more effective text messaging is as a recruitment communication strategy than email. The biggest difference these days is that you are usually texting a smartphone, so can incorporate web links and longer messages to engage candidates and communicate more information.
In response to the ever increasing use of mobile, websites are being developed to adapt to our browsing preferred iDevice, the two main ones being:
“Responsive Web Design (often abbreviated to RWD) is an approach to web design in which a site is crafted to provide an optimal viewing experience—easy reading and navigation with a minimum of resizing, panning, and scrolling—across a wide range of devices (from desktop computer monitors to mobile phones).” Wikipedia
“Mobile Device Detection (or ‘Device Detection’) refers to software that identifies the type of mobile device visiting a web site and either redirects the end user to a dedicated mobile web site or adapts the format of the web site to suit the end user’s device.” Wikipedia
Despite a heated debate around which is the best way of developing a website, the most obvious point is being overlooked. The data from our online behaviour, that 65% of Google searches are now being conducted on a mobile device, is telling us that the web is mobile. The focus should therefore be on developing mobile first. Mobile shouldn’t be an option when developing an online presence, it’s essential, yet companies are continuously being told to think of mobile as a secondary or additional option to the traditional website.
AR (“Augmented Reality – a live, direct or indirect, view of a physical, real-world environment whose elements are augmented by computer-generated sensory input such as sound, video, graphics or GPS data” Wikipedia) is already here and will soon, if not already, be developed for recruitment. Recruiters might use AR eye glasses for a layered view of a candidates LinkedIn profile and social content whilst conducting an interview.
The future of mobile is that it will become everything for us. Whether that is our passport, method of payment, identification, health monitor, tickets, way to connect, communicate etc. What’s currently being developed for the recruitment industry will be a simple mobile interface that combines all the necessary technology tools and processes in the one place (Job Boards, Aggregators, Social Media, Mobile and Referrals). What might seem like a utopian view today will become tomorrow’s reality.