Mobile recruiting observations 2012

Recruiting SolutionsMobile Recruiting Observations#mrec12 - September 2012 ORGANIZATION NAME

Methodology All respondents:  work in a corporate HR/recruiting settingSurveyed 3028 recruiting  represent an even mix of small, midsize and large enterprisesprofessionals globally with  have at least some budget authoritya LinkedIn profile  focus solely or primarily on recruitmentMay - July 2012 Nordics: 113 UK: 334 Netherlands: 226 Canada: 299 Germany: 97 France: 244 Spain: 100 Italy: 99 USA: 755 India: 255 Australia: 280 Brazil: 226 2

10%see mobile recruiting as a top 3 long-term trend

10%see mobile recruiting as a top 3 long-term trend vs. 5% in 2011…

…but still only #12on list of top long-term trends

Only 27% agree mobile-friendly career presence is acompany priority100% LEADERS 890%80% 1970%60% 29 LAGGARDS50%40% 2030% NORDICS20%10% 25 0% Making our career presence mobile- friendly is a big priority for our company Strongly Somewhat Somewhat Strongly agree agree Neutral disagree disagree 6

Only 1 in 5 investing adequately in mobile process100% LEADERS 490% 1680%70% 2460% LAGGARDS50% 2140%30% NORDICS20% 3510% 0% We have invested adequately in making our recruiting process mobile-friendly Strongly Somewhat Somewhat Strongly agree agree Neutral disagree disagree 7

Long way to go in optimizing career sites and jobs 19% say their career site is optimized for mobile LEADERS 21% say their job postings are optimized for mobile LEADERS 8

Mobile recruiting intentions good - but progress and know-how lacking; 1/3 ‘don’t know where to start’100% 100% 8 1390% 90%80% 23 80% 2070% 70%60% 60% 2950% 50% 3540% 40%30% 18 30% 1320% 20%10% 23 10% 19 0% 0% Mobile recruiting is absolutely in our We dont know where to start with plans, but we havent really started yet mobile recruiting Strongly Somewhat Somewhat Strongly agree agree Neutral disagree disagree 9

Talent acquisition leaders know it’s coming – but majorshifts in policy, technology, and budget needed “If we dont change our application process to reflect how our candidates live the rest of 65% their lives using mobile, well lose them.” “If mobile applications are something a company would like to aggressively pursue, of those polled said that they will have no choice but to drastically within the next three simplify the process to apply.” years, they expect at least one-quarter of “The drag on this are the ATS vendors who job applications to be aren’t able to keep up with the pace of tech submitted via mobile change.” device “Someone will have to create one heck of a cost justification.” Source: poll in LinkedIn Corporate Recruiting Solutions customer group 10

Which is the better strategy? Build it and hope VS. Engage them where they will come they’re already going 11

How LinkedIn is helping (1): Mobile Company Pages 12

How LinkedIn is helping (2): Jobs in Mobile  23% of unique LinkedIn visitors come via mobile apps  All LinkedIn Jobs now distributed to relevant members in ‘recent updates’ stream  Members targeted based on profile information  Included with all LinkedIn Jobs at no extra cost Read more at http://lnkd.in/mobile-jobs 10

Additional resourcesOn mobile jobs http://lnkd.in/mobile-jobson LinkedInOn how to dial up yourrecruiting impact on http://talent.linkedin.comLinkedInOn how to recruit http://talent.linkedin.com/passivetalentpassive talentRead our blog http://lnkd.in/talent-blogSee more research http://lnkd.in/talent-slideshare Follow us @hireonlinkedin 11

http://magdalenaday.com.ar	520
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Mobile recruiting observations 2012

by LinkedIn Talent Solutions on Sep 14, 2012

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