Mobile recruiting is the method of searching and connecting with people who are using mobile phones. Technology is being utilized to the maximum extent these days for all kinds of branding and marketing. Mobile is most commonly used and easy to reach anyone.

Recruitment method has become more efficient with sophisticated technology and networking. It is easy to reach, connect and communicate faster with anyone with the use of mobile phones.

The messaging options, text messaging, video messaging, WAP, idle screen advertising, SEO/SEM and different applications for mobile phones will help to reach the crowd. Companies can connect to the target candidates, either active or passive without expecting them to respond. But a person will definitely check his messages on the mobile but less likely the e-mails or any other mode. It helps to easily spread the information in the market.

This is more beneficial for senior candidates where they would like to hide their identity but still would like to explore new opportunities.

Few of the Options Available for Mobile Recruiting

• One of the simplest ways is to SMS the opportunity and job description. Interested candidate will revert. Job portals provide free service where job seeker can send SMS and they will deliver his resume to the given email id on behalf of him.
• Candidate can store the resume in his mobile phone and can share using Near Field Communication technology
• Most of the social networking sites like LinkedIn have the option to send the updates and alerts directly to mobile phone
• Remote interviews can be conducted with the use of latest 3G mobile and PC2Mobile technology.
• Sending messages in the surrounding with the help of Bluetooth is another advantage.
• Location-based service will provide the information when a person passes through that particular geographical location
• AutoSearch offers users a very simple platform for conducting recruiting (sourcing) searches via the mobile device

Advantages of Mobile Recruiting

• Cost effective as many offers available for free messaging. Faster communication.
• Person will always carry mobile everywhere. It’s easy to connect him at any point of time. Response to a mobile will be higher than the traditional media.
• If not able to connect then you can leave a message for which he can revert when available
• Candidate has less access to his personal e-mails in most of the companies. So less chance of checking emails from recruiter/employer. But he can definitely check the message on his mobile without a fear of being noticed.
• If candidate has connected to internet through his mobile, then he can even immediately send the resume during his working hours where his employer can’t watch him

YouTube is no longer an entertainment site. It has now become the new age marketing and branding tool. The latest Web 2.0 recruitment helps the company to find the talent quickly with minimum cost and increases the brand reputation. Current generation is highly exposed to personal media like YouTube and reality television, and they expect the same from their employers. Companies using such effective tools are going to employ the right professionals.

Organisation needs to create its account on YouTube and get unique URL. 

Enter company description, related links, location and related information.

Customize by modifying the layouts to look more professional and gives a quick view in one shot.

Upload videos on campus tour, culture, employee interviews, a typical day at work etc. Here is an example, Microsoft Recruiting.

Keep uploading videos on current requirements. Here is an example.

How YouTube can be used for campus recruitment for schools?

Schools and universities can create their Youtube page to increase the visibility. This attracts companies, get a better feel about the institutions and to go further with their manpower requirements. Include campus tours, student, and alumni interviews, guest speakers and various events in this

YouTube for Job Seekers

YouTube is the best place to broadcast yourself. Lots of possibilities to get targeted audience if used properly. You can upload your brief video intro along with hands on briefings on your achievements, etc in a very affective way. If you are an Architect, you can probably showcase your models and things like that. A software professional can show his skills and a peek inside his logical abilities. A good video resume is highly effective. It needs to be short, precise, should showcase your abilities in the right way and your prospective Employer should easily value you as the right fit for the job requirement. You need to have good presentation skills to sell yourself. As you are filming yourself, you can try multiple times anyways.

Here is an example.

Finding the right talent and the employee retention are the major challenges faced by most of the companies. Company needs to invest enough time and money in identifying, interviewing and retention of such talent for its success and growth. These are the few tips which will help an organization to recruit right talent and be successful.

• Understand the skills required for particular task/project. Make a detailed job description which meets all the criteria
• Spread this information through job postings and other available networking sites. Tie up with good headhunting agencies to help in manpower requirements. Practice employee referral plans and in-house available talents.
• Validate the profile thoroughly. Shortlist good profiles from the resume database/pool. Interview them for further screening. Have a team of technical panel and HR person to help in this process.
• Understand candidates education details, previous company, projects and stability.
• Conduct a reference check and background verification. Make sure information provided by candidate is true and any inconsistencies are cleared before a job offer is rolled out. If needed, seek professional help from 3^rd party agencies who are specialized in background verification.
• Adopt best HR practices for employees that will definitely attract candidate and helps in long term retention. Educate candidates on the company, culture and policies.