How many times have you experienced the following situation?

A new request comes in from your client. The first candidate you see in your pipeline has the perfect set of skills for this new job. You call this candidate, who is sitting by his or her phone. They’re interested. Not only that, you have time to interview them during that first call. They nail the phone screen.

Your client responds to your email within minutes. Guess what? The team has a good feeling about this one and wants to extend an offer. What was that? The salary is 10% higher than they told you before. The candidate naturally agrees and starts on Monday.

Nice work! Time for lunch, which is catered by unicorns.

Never? Never does that happen? If it does, you probably don’t need this blog or any new recruiting strategies. You’re all set for a long, easy and fruitful career in recruiting. If you’re like everyone else and the hypothetical situation above sounds rightfully fantastical, you need to prepare yourself for a world that’s increasingly mobile, complicated and drawn-out.

There is one part of the above scene that is likely to be seen in the real world, and that’s the candidate sitting by his or her phone. Now, they might not respond, but we live in a world where smartphones are basically tethered to our bodies. For better or worse, we all have the ability to communicate across space and at nearly any time.

So in this post, we explore some recruiting strategies around the topic of mobile recruiting. What is it? What does it mean? What should you be doing to attract and build relationships with the best candidates out there?

Mobile, overall, is still relatively new to the recruiting world. At least, in the sense of “mobile” being a technological way of life, with candidates being open to constantly available lines of communication, finding and applying to jobs on their smartphones and learning about your open opportunities through retweets and shares.

Why does mobile recruiting matter?

Mobile recruiting was only widely embraced in 2007 according to Since then, you’ve probably felt a dramatic impact from communication-based and mobile technologies changing the way you interact with potential candidates.

Roughly two-thirds of American adults own a smartphone, and 19% rely on a smartphone for accessing online services. Of the 1,000 workers and job hunters sourced for a 2014 Glassdoor survey, 45% noted that they use their mobile device to job hunt at least once daily, and 89% noted that they use a mobile device regularly when job hunting. One out of two people surveyed believed that mobile devices would be the primary resource for job-hunting in only two years or less. A Kelton study noted that 70% of job candidates are willing to apply for a job via their mobile device.

Those are a lot of studies and statistics to basically say MOBILE IS ONLY GETTING BIGGER. As competition heats up for talented candidates, the smoothest processes that give great candidates painless application experiences are going to play important roles in the recruitment world.

Inbound recruiting vs. outbound recruiting

It’s helpful to approach practical mobile recruiting strategies in two ways. First, you can think about your inbound recruiting efforts that attract candidates to your jobs. Second, there are your outbound efforts when going out to the world and searching, finding and contacting new candidates.

Let’s start by looking at how you should approach the concept of inbound recruiting by providing interested candidates with a smooth experience as they learn about your open position.

Optimize your entire presence to master inbound recruiting

Ensure that the entire recruitment process—ranging from the initial outreach to the uploading of a resume—is optimized for mobile viewing and mobile accessing. Many job seekers will actually use a mobile device to search for a job, but then turn to a traditional computer to apply for said job, simply because the job board isn’t optimized for mobile viewing, or because it doesn’t make uploading a resume straightforward. One study noted that 38% of job hunters didn’t apply via mobile because they didn’t have a CV or resume saved on their device, and 29% said that they didn’t apply via mobile because they didn’t have the ability to alter or customize their job information on their mobile device.

If you’re posting jobs to your website or company jobs page, make sure it responds to devices across the range of sizes. It shouldn’t matter if your applicants find your open job on their iPhone, tablet or desktop computer. They should be able to gather all of the job post’s relevant information without pinching, zooming or getting frustrated.

Texting is terrific for outbound recruiting

Phone calls and emails will always be dependable methods for contacting your candidates. However, text messaging has quickly become an effective communication resource as well. Three-quarters of Americans text regularly, and large segments of the population prefer texting to other, more traditional, forms of communication, such as phone calls. With texting, mobile recruiters can quickly and efficiently communicate with a number of potential candidates in a short time frame. Recruiters can also use texting to schedule interviews, share job information, or even pass along a URL for a mobile application. A mobile recruiting strategy that also incorporates texting allows for seamless recruiter-to-candidate interaction.

With texting, however, it’s important to keep all messages short and to the point. Additionally, you should still only reach out to candidates roughly between 9 am and 5 pm. Nobody wants to get strange work texts late at night or early in the morning. Much of your communication protocal will depend on the relationship you’ve built with your candidate. After all, we’re still talking about a people business.

Mobile recruiting is critical and beneficial

Mobile recruiting is a critical tool for recruiters of all firm sizes and backgrounds. If used properly, you can tap into a sizable mobile-based talent pool that few companies—even Fortune 500 companies—are currently exploiting well. As mobile technology continues to advance, mobile job hunting will only become increasingly prevalent, and it will help to understand how to use mobile recruiting in an efficient fashion. We may not be at the point of using emojis, but who knows? We might just get there.