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Skills Gap Tip #9 - Don't let the skills gap hold you hostage!

October 3, 2017

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Looking for ways to engage with candidates? Think Mobile!

April 26, 2017

You can't  solve your technology skills gap without candidates.  A mobile recruiting strategy is a great way to connect with Millennials and Gen. Z candidates.  These generations are constantly checking their mobile devices.

 

Research from Deloitte found that 50 percent of people check their smartphones at least 25 times a day, and that roughly 10 percent of people check their smartphones more than 100 times per day.  

 

A study by Jibe and Kelton Global  on job seekers found that nearly 80% described their job search as time-consuming and stressful, and many reported that they would be deterred from completing an application if they encountered tech hurdles (60%), couldn’t upload their resume (55%), couldn’t follow up on the application’s status (44%) or couldn’t complete the application on a mobile device (20%).

 

Job seekers today want to search and apply for jobs using their smartphones and mobile devices.  They want a simple and efficient system.  A poor application experience can damage your employer brand for other potential candidates.

 

Here are my top 3 things to get you started:

  1. Mobilize your website or employer brand website so that it is easy for interested candidates to reach you and apply

  2. Maintain an active presence on social media and take the time to understand how and where it fits into your talent strategy

  3. Engage with candidates in the way they like to communicate - with 'text messaging, chat, social app's, email and phone"

  4.   Why text messaging?  Text messaging has a 97 percent average read rate and a 30 percent average response rate.  A text message can also reach a candidate more quickly: 90 percent  of text messages are read within 3 minutes of being received. 

Don't let the skills gap get in the way of achieving your goals and objectives!  Build a mobility into your talent strategy and monitor the results.  

 

 

 

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