[MUSIC] Did you know that over 90% of candidates are now using mobile technology to look for jobs? So it's really important that organizations are up to date and ready to find people through their phones and their tablets. So, in this video we'll take a look at what are some of the pros and cons and all the different best practices in using mobile technology. So it's not just that we have a large number of people, 90% of job seekers using their mobile device to look for a new job opportunity. But according to Glassdoor, 68% of job seekers in their pool use their mobile device to search for jobs once a week or more, so very frequently. But mobile devices are not just for finding jobs, they're also helpful during the interview process. Hours before an interview a majority of candidates report that they check the company's social media channels to learn up to date details about the organization. And 15 minutes before an interview candidates use their mobile device to read the job description, company news and visit the company website. Not only can potential employees search for jobs on their mobile device, access for recruiters to review candidate information can also be done on the go. Apps that allow recruiters to rate candidates and type in feedback after interviews in the mobile app, even while walking back to their desk. And viewing feedback from others can all be done via the mobile app. But of course, all of this convenience does not come without some challenges. So some of these things are outside of the world of HR, but nonetheless we need to think about, and one is our applications work on both Androids and iOS for example. Another text in content, so the webpage and the internet may look different on a phone or a tablet, so we want to make sure that there's consistency and it looks the same. And related to content, having things out there on our website and our mobile apps, like job descriptions, making sure that we have things like video testimonials, that's really helpful. One company that does that really well, and they have such a robust website is target.com, so if you have time to go out there, check them out. They're really great at doing realistic job previews, and having really robust content on their site. Another one is permissions and that is related to communication. So permission base communication means the location of the recruit. Push notifications to the candidate, getting permission to market to that candidate by collecting information and using it. And allowing the candidate to share, like, refer the job to someone else. All of these kinds of things are great for recruiting but we do need to have permissions as well. And the last one is the time that is taken, so the average time taken to apply to a job online Is 30 to 45 minutes. But that doesn't work as well sometimes on a mobile device, so you need to really streamline the process. And I know that I've talked to some students here at the U who say they could spend two to three hours just typing in information and online apps and things like that. And so that just becomes unacceptable, some people just stop the process all together. They close out, they don't apply, so we need to make it really easy for people to apply within our organization. Okay, let's take a look at some exciting trends in the world of mobile technology and recruitment. The first is related to making the process easier for candidates to apply, this is through credentialing and authentication. Which means candidates don't need to start the application process from the beginning. Companies are now using LinkedIn or Facebook or other apps to pull basic information to save time for those applicants. The other one is using big data. Companies can market certain groups of candidates based on their location, activities, profession, and other characteristics and that's all predictive. So for instance, in the world of marketing, predictive marketing. An example of that would be, for instance, advertising to people before they even buy your product based on past purchases. Likewise, companies are able to use analytics to predict overall response from candidates and determine the effectiveness of their marketing campaign. They also can look to existing performance of employees and predict which applicants may have better success overall in the organization. Now along with the future trends I just discussed, I also want to talk to you a little bit about some advice related to mobile recruiting. The first one is using automated text messages. They are an instant and effective way of really maximizing the benefit of mobile technology. By acknowledging applications, updating candidates on their progress, and even you can use them to schedule interviews. You can even send a personal reminder on the day of the interview to confirm the time and name of the people that the person will be interviewing with. So automated text messages are just a really, really neat tool that should be used with any sort of mobile technology application. The next is thinking about talent pipelines. Make sure that you're creating talent pipelines by sending automated updates to candidates who have opted in. Remember, going back to permissions, they have to opt in to learn more about career events and job openings within your company. Lastly, be sure to attract Millennials. Millennials expect your career site to be ready to go and optimized. Companies need to provide a fresh, new, innovated experience and that will help attract Millennials.