hiring & beyondcontent.timesjobs.com/docs/tjnewsletterfebruary2014.pdf · 2017-04-18 · smart...

HIRING GONE

MOBILE

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PAGE 3

A recently concluded

TimesJobs.com survey

highlighted that 10% of

the total hires in 2013

were through mobile

PAGE 4

Jappreet Sethi, HR &

Strategy expert shares

with us five simple

things to do while

implementing mobile

recruitment

PAGE 8

Prabhat Bhardwaj head–HR

& Administration, Technopak

Advisors highlights the

benefits & challenges of

mobile recruitmnet strategy

Find TimesJobs.com’s career articles, expert advise and tips @ www.timesofindia.indiatimes.com, Jobs & Career section

H I R I N G & B E Y O N D

VOLUME-IV | ISSUE 2FEBRUARY 2014

www.content.timesjobs.com

According to a recent study byTimesJobs.com on mobilerecruitment, 32 per cent

organisations revealed that they plan totarget prospective candidates throughmobile devices.

According to Asim Handa, CEO, Gi GroupIndia, “With the number of people accessinginternet on mobile catching up really fast,mobile recruitment is obvious. There is anexpanded pool of candidates availablethrough mobile and more visibility topassive candidates, owing to proliferation ofsmartphones, faster internet plans, andincreasing mobile apps. Besides, there aremore mobile and smartphone users in India,than there are PC/tablet users.”

Tried And TestifiedWhile currently, 53 per cent organisationsmentioned that they have implementedmobile into their recruitment strategy, thefield is still largely unexplored. Nearly 58per cent of these organisations, find it easyto use and feels that it’s a time and costeffective recruitment technique. Around 53per cent of the organisations have mobileoptimised websites and 24 per cent havemobile applications for candidates. “Withthe advantages of receiving the job alerts onsmart phones, candidates recording answersto written questions from their mobiledevices, making the job interview asportable as the application and theemployers accessing the interview videos asand when required, mobile sourcing isgrowing as a medium for talentacquisition,” highlighted SrikanthRengarajan, executive director & president,Operations, ManpowerGroup, in anexclusive conversation with TimesJobs.com.

Concerned But KeenThe biggest apprehension for the 47 per centorganisations that have not used mobile forhiring is the lack of reliability and securityof the technique. In addition, the fact thatmost of our staffing leaders are not well-versed with mobile recruitment tools andmethodologies, forces 45 per cent of theorganisations to stay away from applyingmobile application for recruitment purpose.However, most organisations across sectorsacknowledge the growing power of digitalspace and thus, 56 per cent of theorganisations are planning to targetprospective candidates through mobile. Ofthese, 32 per cent plan to implement mobilerecruitment through external help, divulgedthe TimesJobs.com survey.

Opening New AvenuesAll this is also resulting in growing demandfor digital recruiters and app developers.According to Saptarshi Roy Chaudhury, VP-Marketing, PurpleTalk Inc., “The mobileapp market is growing very fast and offersexciting job opportunities. With increasedpenetration of both smartphones andinternet, users are spending a lot of time ontheir mobile, using apps. The addition oftablets to this mix is making the casestronger for apps. In such a setting,businesses are adapting to mobile apps at anever before pace, creating a huge demandfor app developers.” He added that withmore and more businesses adoptingmobility and integrating technology intotheir business processes, demand fordomain and process consultants in thisindustry would also be created, besides theever-growing requirement of engineers andmobile technology professionals.

Future Is ‘Mobile’One of the biggest benefits of using mobilefor recruitment is that it provides access tothe passive candidates. Such candidatescurrently have a job and thus often invest asignificant time in researching a company,before they pursue a job opportunity. Most ofthem do it on smartphones and tablets. Also,it is one of the most appealing digitalmediums for the Gen Y candidates, pointedout the study. Experts believe that, though itmay take a little longer to establish but‘mobile’ is the future of recruitment, inIndia and globally. “2013 embarked thearrival of social networking and digitalmedium in recruitment; and 2014 is going tobe the year of building its momentum andadvent of a new breed of recruiter - digitalrecruiters,” concluded Ravi S Singh,founder, Insiders Research Solutions LLP.”

2

32% organisations plan to hire

through mobile

www.content.t imesjobs.com

HIRING & BEYOND

Trends



HIRING & BEYOND

Cover Story

Mobile recruitment has been touted as one of the key recruitment trends towatch out for in 2014. While it has its share of advantages and disadvantages,the reach and scope of the digital world seem to outdo the limitations. Expertsbelieve that those organisations, who are not contemplating including mobileinto their recruitment strategy, might miss out on tapping the key talent,especially the passive job-seeker base.

Jobs-in-Hand...Know More

In 2013, 38 per cent of theorganisations hired upto 10per cent of the candidates

through mobile, revealed arecently concludedTimesJobs.com survey. Of theseorganisations, 47 per cent hiredlargely for the middle level.

Overall, 54 per cent of theorganisations mentioned thatthey have implemented mobileinto their recruitment strategyand it was largely through mobileoptimised career websites. Ofthese, 75 per cent of theorganisations in Automobile andHealthcare sector revealed thatthey have introduced mobile intotheir recruitment plan, followedby IT/Telecom and ITeSorganisations. It is largely thestart-ups that are increasinglyutilising mobile apps in therecruitment space; large-sizedorganisations still have to

understand the power of digitalin the changing market dynamics.Only 20 per cent organisationsagreed to have tried hiringthrough mobile. Most (39%) canmeasure the traffic to their careersite resulting from mobiledevices, but their site is notmobile.


HIRING & BEYOND

Trends



HIRING & BEYOND

Highlights

While the biggestdisadvantage of usingmobile recruitment was

the low reliability quotient of theprocess, 41 per cent organisationsfeel that incapability of thestaffing leaders to execute mobilerecruitment is a bigger concern.

Mobile recruiting is a dynamicand growing industry with over19 per cent of job seekers usingmobile devices to search for jobs,mentioned industry experts.

The sudden increase of smart-phones has created a massiveaudience of potential job-seekersto address, but most HR andstaffing leaders are unable to tapthis audience.

Organisations blame it on thelack of knowledge; they agreethat currently their staffingmanagers are not well versedwith mobile recruitment. Thus,most organisation’s mobilerecruitment strategy is confinedto utilising apps of their serviceproviders. That could be one ofthe reasons why close to 32 percent of the organisations areplanning to target prospective

candidates through mobile, butwith external help.

However, companies haveinitiated or are planning toinitiate training and learningsessions for their recruitmentstaff, so that they get the hang ofthis growing recruitment space.

Staffing Leaders LackMobile Know-How

Upsides

l 29%organisations willimplement mobilerecruitment in thenext 6 months

l 58%employers feels it’san easy and quicktechnique

l 49%said criticality ofrecruitment need isthe basicconsideration whileimplementing amobile recruitmentstrategy

Downsides

l 44%organisations said it’snot on cards anytimesoon

l 29%employers said it haslow reliabilityquotient

l 26%organisations feelsecurity is a bigconcern and since itsplatform-specific, itrestricts the reach

10% Hires Were ThroughMobile In 2013

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Of all the hires in 2013,what percentage was from

mobile?

Upto 10%

10-20%

Over 20%

Not well-versed with mobile recruitment

Able to track traffic to/within company careersite

Working with vendor partners to use mobilefor recruitment

Able to deliver offer letter using mobiles

Your staffingleaders today

are...

3

41%

22%

20%

17%

4



HIRING & BEYOND

lThe first step is to optimise your career site formobile usage, get hold of your IT department and askthem to do a responsive design so that the site issimple and clutter free, remember mobile screens arenot as big as desktops!

lSecond step would be to make your applicationprocess mobile-friendly; never ending list ofquestions and multiple transition screens aredefinitely a put-off for mobile users. Remember thatthe new generation wants everything quick and fast,patience has gone down.

l The third step is to hire a mobile expert in yourteam, so that you can get the new changes quickly tothe market; the technology is changing very fast inthis segment, so limit your investment. It will be agood idea to keep it lean initially and thereafterrelook at it every six months.

lThe fourth step is to piggy bank on good work. Nopoint in inventing everything in-house and winningan award. There are great technologies in the marketplace which you can embed in your career site. Tryusing Skype on your career site, so that a videointerview can be conducted, instead of the candidatecoming down to your office. Use LinkedIn data todraw up resume and ask for a detailed sheet only ifthe candidate moves to final round.

lThe fifth step is to break the walls. Connect thehiring manager, the team the candidate will workwith and the candidate, through the web platform.This will give the candidate a realistic job previewand using instant messaging their questions can beanswered real time. Engaging candidates early-onusing mobile platform can increase offer-to-job ratioand reduce new hire turnover.

Five simple things to do

Jappreet is a HR & strategy expert and the author ofHumanresourceblog.in. He is also leading the HR, IT andadministration functions in Lotus Greens. In his last role he washeading the Human Resource function for CBRE In India, a Fortune500 company. Prior to that Jappreet lead the Learning &Development and People & Process consulting practice for JonesLang LaSalle, India. This year, he has been rated as one of the Top101 employee engagement experts in the world by a New York Timesbestselling author. Jappreet authors Humanresourcesblog.in , ahighly rated HR blog in the field of Human Resources and is a visitingfaculty to top management institutes in India.

The world has skipped a generation ofevolution and has moved tosmartphones faster than anticipated.

By mid of 2013, India outpaced Japan as thethird largest smartphone market in theworld. Interestingly, most of the smartphoneusers are using it for activities beyondmaking phone calls and apps constitute abig chunk of this usage. Cisco said in a 2012report that mobile internet data traffic willgrow 13 times by 2017, bulk of this growth intraffic would come from Asia and Africa.

This is scary as most of the candidates infuture will move to mobile and they may notuse the traditional desktop to apply for jobs.So if you are not there, forget aboutattracting a large chunk of candidates.

What is the current status?LinkedIn conducted a survey on mobilerecruiting in 2013 and found that 74 per centof active candidates and 60 per cent ofpassive candidates viewed a careeropportunity via mobile for opportunitiessend to their inbox. Nearly, 45 per cent of theactive candidates even applied to the job viamobile. The survey further pointed out that72 per cent of active candidates visited acompany career site via mobile to learnabout careers. When prospective candidatesare looking for you through their mobiledevice and they are unable to trace you, yousimply don't exist.

On the other hand 49 per cent of leaderssurveyed by LinkedIn in 2013 said thatmobile recruiting was not on their toppriority list and only 13 per cent of the jobopenings were optimised for mobile. Youwould be surprised to know that 95 per cent

of Fortune 500 companies don't have amobile optimised application process.

Why should you be onmobile?It is evident that increasingly candidates areresearching companies and careeropportunities on the go. The writing is clearon the wall, the companies have to changefaster or they will miss an important chunkof talent to next-gen and smaller startupsthat are more agile.

Talent is what will make or break thecompanies in next decade, look at Google orApple's success. Mobile recruiting is anuntapped blue ocean for employers toconstructively and emotionally engage andconnect with the next generation of talent,job-seekers have definitely made a shift andits time that companies move or they willmiss the bus.

Jappreet Sethi

Keeping Pace With The Candidates

5


HIRING & BEYOND

Trends



HIRING & BEYOND

Skills Page

The Honourable FinanceMinister, Shri PChidambaram, felicitated

the first batch of over 300successful candidates from theNational Capital Region, whohave completed their industry-oriented training courses, underthe National Skill Certificationand Monetary Reward Scheme.

These candidates, who weretrained under the STAR scheme,skilled in 11 different industrysectors, received their STARcertificates on the completion oftheir respective courses.

The scheme was launched by theFinance Minister on August 16,2013 and is being implementedon a pan-India basis by theNational Skill DevelopmentCorporation (NSDC).

Branded as STAR (StandardTraining Assessment &Reward), the scheme is the firstof its kind in the country andwas first proposed by theFinance Minister, in the lastUnion Budget.

A sum of Rs 1,000 crores wasallocated for this initiative, withan objective to motivate onemillion youth of our country,during the first year of launch,to acquire a vocational skill thatwould help make their livesbetter.

Speaking at the certificatedistribution event in theCapital, the Finance Ministersaid, “This is our first milestoneunder STAR, an initiative whichis in line with the NationalSkilling Mission. Every certifiedcandidate is now a part of theskilled workforce, which is thepride of our nation. I stronglyencourage more young womenand men to join the STARscheme and build a better futurefor themselves and the nation. I

am particularly proud of thefact that every successfulcandidate, under this uniquescheme, gets a customised debit

card to access their rewardmoney. This is the kind offinancial inclusion thisGovernment is committed to.”

He added that NSDC has amultiplier effect on the country.“I sincerely hope that thisprogramme multiplies and seesexponential growth; and sooneror later, every young boy andgirl in this country has aneducation and a skill. That is theday when India’s forgottenchildren will be trulyempowered and will help inbuilding a strong and robustIndia,” he said.

Addressing the audience as theguest of honour, deputychairman, PlanningCommission, Dr Montek SinghAhluwalia congratulated thecertified candidates and urgedthe private sector to continueinvesting in skill developmentand support the economicgrowth of the country, whichwill help the industry to resolvethe shortage of skilledmanpower.

Speaking at this momentousoccasion, Shri S Ramadorai,chairman of National SkillDevelopment Agency & NSDCsaid, “While over 1.1 lakh peoplehave enrolled under the STARscheme, I am glad to announcethat a cumulative sum of over

Rs 1.4 crore is alreadytransferred to the bank accountsof successfully certifiedcandidates.”

The STAR Scheme, which waslaunched in August 2013 androlled out nationally onSeptember 16, 2013, already hasmore than 1.1 lakh candidatesenrolled.

Over 175 training organisations,comprising NSDC-fundedtraining partners, Government-affiliated training agencies andother private training providers,are affiliated to Sector SkillCouncils under the Scheme,providing a wide coverage ofover 2,600 training centresacross the country.

There are 11 independentassessment agencies affiliatedwith various Sector SkillCouncils, and are conductingthese assessments throughindividual assessors.

The event also marked thelaunch of the NSDC-BOI STARdebit card – the first everskilling card in India.

Candidates, who have receivedthe reward money under theSTAR scheme, now have anaccess to a bank account, whichalso comes with an accidentinsurance cover of Rs 50,000.

NSDC announced the release ofits first television commercialcampaign to be aired nationallyfrom the second week ofFebruary 2014.

NSDC also announced thelaunch of India’s first weeklyreality show dedicated to skilldevelopment, supported byMinistry of Labour andEmployment and NSDC. Theshow will be televised onDoordarshan National, startingfrom February 9, 2014.

STAR Certificates Awarded To Over 300 Skilled Candidates

February 6, 2014, New Delhi

• Over one lakh enrolledunder STAR schemesince September 2013

• Finance Ministerawarded STARcertificates to over 300successful candidatesat a grand gala event inthe Capital

• The event marked thelaunch of the NSDC-Bank of India STARdebit card – the firstever skilling card inIndia

• NSDC launches its firstnation-wide televisioncommercial campaign

Under The National Skill Certification And Monetary Reward Scheme

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HIRING & BEYOND

Indian IT Companies To Gain From BOA Job Cuts Indian IT companies’ recent strong positive commentary on greaterdemand from their top customers was underscored earlier this weekby more sombre news for in-house technology staff at Bank ofAmerica Corp. Even as the Indian companies gear up for increasedbusiness from financial clients, their biggest customers, that thedemand is still being driven by a strong cost-cutting effort wasreiterated by BAC’s news.n The Times of India, January 2014

Top Recruiters To Step-Up Hiring At B-SchoolsUndaunted by slow economic growth, top recruiters are preparingto step up hiring from top B-schools, including IIMs, when campusplacements kick off from first week of February. Among GoldmanSachs, Cognizant, Capgemini, ICICI Bank, HCL Technologies,Citibank and KPMG — all leading recruiters last year — a few arelooking to hire 18-100 per cent more MBAs this year, while the restwill hire at least as many as last year. KPMG is looking to doublehiring from B-schools to 200, driven by a need to strengthenpresence in advisory. n The Times of India, January 2014

Citigroup Plans To Hire 2,500 Professionals In India Citigroup is planning to increase its headcount in India by hiring2,500 professionals in 2014, though globally the bank does not plan toincrease its people’s strength from a net add point of view. “India isa place we are investing in. Last year, we hired around 2,500 peoplein India and this year we will hire about the same number ofprofessionals,” said Paul McKinnon, head of human resources atCitigroup. The hiring will be across functions and businesses,including consumer banking, investment banking, etc.n The Times of India, January 2014

India To Create 100 Million Jobs In Manufacturing Sector India is looking to create as many as 100 million skilled jobs in themanufacturing sector by raising its share of GDP to 25 per cent from16 per cent, Commerce and Industry Minister Anand Sharma said.Sharma is here for the World Economic Forum (WEF) annual meetwhere he would also have interactions with top executives of largecompanies from across the world. n The Times of India, January 2014

Tech Mahindra Bullish On Hiring With a bullish outlook on the Indian IT story and its own hiringplans, Mahindra group’s technology venture Tech Mahindra says itsheadcount will cross the 1-lakh level in about a year, from close to85,000 at present. “I don’t think there has been any stagnation inhiring activities in the Indian IT space. Seven years ago, we weresix-seven thousand people and today we are 85,000,” Tech MahindraVice Chairman Vineet Nayyar said here. Asked when TechMahindra would reach the 1-lakh mark, he said: “Its a matter of ayear or so. I don’t see it as a very big deal.” Nayyar told PTI thatIndia's IT story is not over, but its nature would evolve.n The Times of India, January 2014

Unemployment Levels Rising In India: ILO Report The count of people being without a job is on the rise in India aseconomic slowdown and slower business expansion activities cast ashadow on employment generation, say experts. Indicatingsluggishness in the country’s job market, the International LabourOrganisation (ILO) has said in its recent report that theunemployment scenario in India over the last two years has beenshowing a rising trend. Going by ILO’s latest estimates, India’sjobless rate could be 3.8 %this year.n The Times of India, January 2014

NEWS BYTES

Newsbytes

Employers worldwide agreethat it’s becomingincreasingly difficult to

find the right talent needed tofuel organisational growth andsustainability. Friction points insupply and demand and shiftingskills sets will call for a radicalrethinking of how companiessource and deploy talent andwork.

The future of workplace is fastevolving and is getting impactedby multi-dimensional changesincluding changing work forcedemographics, quality of talentpool, competitive compensationstructures, technologyenablement and social mediaengagement.

Organisation need to developblended talent acquisitionstrategies to attract and hire topcandidates — creating sourcingplans that include social mediaand employer branding.

HR leaders have to findrecruitment technology, not onlyto reach candidates, but also toassess and provide analytics onthose candidates.

Finding the right talent iscritical for transforming thecompany, and building

comprehensive talentrecruitment plans that unifybusiness goals and talentaspirations.

Corporate Shiksha organisedthe 5th HR Leaders Roundtableunder the Workplace 2020 Serieson Jan 22, 2014, Noida.

S.Y.Siddiqui, chief operatingofficer (COO) –Administration,Maruti Suzuki India Limitedwas the session chairperson andmoderated the discussion onfuture of talent acquisition.

This session of the Workplace2020: HR Roundtable series,witnessed exchange of thoughtsby HR Leaders from CadenceIndia, Exponential, HCL Tech,

iGate BPO, Jubilant LifeSciences, Lava International,Maruti Suzuki, MentorGraphics, ONGC, Pfizer, RadioMantra, Steria India, Talentonicand Zee Media.

Workplace 2020Initiative by CorporateShikshaCorporate Shiksha™ – thelearning network for YoungIndia is a next generationplatform to nurture and growthe capability of young andaspiring professionals. It isfocused on helping students and working professionals to get ahead in their corporatecareer by facilitating practicaland experiential learningprograms with a spirit ofvolunteerism and socialdevelopment.

Workplace 2020, an initiative by Corporate Shiksha, is anattempt to create the learningplatform on future of workplace,focused on corporate leaders in India and South Asia Region.

Workplace 2020, HR LeadersRoundtable series has created astrong consortium of industryleaders to explore, identify andshowcase effective andinnovative people strategieswhich enable them in becomingfuture ready organisations andimprove overall peoplemanagement practices.

Get latest insights on the futureof workplace atwww.Workplace2020.in. You canaccess video presentation onwww.Youtube.com/user/CorporateShiksha. Connect withus on social media channels andfollow the conversation of thefuture of workplace on#WP2020i.

Workplace 2020

5th HR Leaders Roundtable OnFuture Of Talent Acquisition



HIRING & BEYOND

Events

January 22nd, 2014, Noida

7

EVENTS

CALENDA

R

Exchanges for SMEs:Emerging Needs vs FutureChallenges20 February, 2014 India Habitat Centre, New DelhiOrganised by: NHRDNContact: Sumitra Nandan Srivastava (M) +91-8800-1234-63 [email protected]

4th WomenEntrepreneurshipConference 20 February, 2014 Gulmohar Hall, IndiaHabitat Centre, New DelhiOrganised by: DMA-IBAContanct: Dr. Ekta [email protected]

2nd National Summit onWomen Leadership 28th February 2014–1st March 2014 New DelhiOrganised by: NHRDNContanctMs. Isha Bhargava (M) +91 [email protected]

2nd National Summit onHR Shared Services 19th February 2014 BangaloreOrganised by: NHRDNAnirudh Sen (M) +91 [email protected]

Upcoming Events

FINDING THE RIGHTTALENT IS CRITICALFOR TRANSFORMINGTHE COMPANY ANDBUILDING INCLUSIVERECRUITMENT PLANSTHAT UNIFYBUSINESS GOALSAND TALENTASPIRATIONS ISCRITICAL



HIRING & BEYOND

Disclaimer: Information provided in this newsletter shall not be reproduced, published, re-sold or otherwise distributed inany medium without the prior written permission of TimesJobs.com and a clear acknowledgement to TimesJobs.com.

Contact: TJinsite, TimesJobs.com, Plot No 6, Sector 16A, Film City, Noida. Write in to [email protected] ©2014 Times Business Solutions Limited. All rights reserved.

Why mobile has become a core part ofrecruiting? Have you implemented it,lately?

Mobile phones, especially smartphones,have become an alternative for PersonalComputers (PC), of late. Almost 85 per centoperations, previously done on PCs are doneon mobile phones, today. In todays busyschedules and competitive environment,mobile-based recruitment strategy removesthe barriers of mobility and accessibility.One can post job/search jobs from anywhereand at any point of time. It offers moreflexibility in larger time zones.

Having said that organisations employdifferent recruitment tools, basis the volumeand criticality of position they are hiringfor. For mass hiring, job portals are thepreferred medium.

There are apps available for download onsmartphones. Such techniques offermobility and instant access. So, anyorganisation which utilises the services ofjob portals, gets an access to the passivecandidate database, which is the biggestadvantage of using a mobile-basedrecruitment technique.

However, for senior level and nichepositions/roles, we use premium packagetool, which includes, services of job portals,social networks, such as LinkedIn andcompany Facebook pages. Apps for all theseservices are available for download on allsmartphones.

What are the popular trends of mobilerecruitment, currently? What shouldorganisations do to stay ahead?

The mobile recruitment strategy is stillevolving. The mode of applying thistechnique entirely depends on the fourcritical elements – level, geography, numberand time frame.

Most organisations today are using mobilerecruitment tools for initial stages ofscreening a candidate. Many are alsovirtually meeting the candidate, where aface-to-face interaction is scheduled overSkype. This helps a recruiter in gaininginsight into a candidate’s softer aspect,including confidence, attentiveness,presentation and body language.

Other behavioral and psychometric tests,which are available online can be sharedwith the candidate – on mobile. But this isalso role-specific, for example, if anorganisation is hiring for a DTP operator, aface-to-face interaction is not required, butfor a consulting/finance/marketing/HRprofile, face-to-face interactions are very

crucial. Organisations contemplating to gomobile, should revisit their hiring needs, thelevel of positions/roles they are hiring for,the time frame and reach they are looking atand also if their service providers havemobile apps.

What is the biggest challenge inimplementing a mobile recruitmentstrategy?

The biggest challenge is lack confidence.The confidence an organisation build bymeeting a candidate in person, is not therein a virtual scenario and same goes for thecandidate.

Also, since its all technology driven,organisations need have a robust technologyenvironment to aid in video/Skype chats, forsending out mass job alerts to mobiledevices and mobile apps for all serviceproviders. Background checks also becomevital in case of mobile recruitment.

What are the key considerations for asuccessful global mobile recruitmentstrategy?

For any successful recruitment strategy, youneed to have a proper methodology in placeand this is no different for mobilerecruitment.

A clear and unambiguous mobilerecruitment strategy should include:

l Clear objective of hiring

l Well carved technology infrastructure inplace

l Detailed process flow

l The platforms you want access to

l A user-friendly format for the audience

l Time and cost

l Legal considerations

But, even if you have all these fundamentalsin place, a face-to-face interaction isimperative to a reassurance that ‘you hiredright’.

What are the three basic dos and don’tsof an effective mobile recruitmentstrategy?

The basic dos should include:

l Knowing the target audience

l Knowing the time zone

l Making the usage simple (applying andresearch)

l Leveraging the technology (video chats/apps/other supporting functionalities)

As mentioned earlier, don’t eliminate theface-to-face interaction process. This iscrucial for both the recruiter and candidate,alike.

On technology and support part, don’tneglect the site functionality aspect onmobile devices, which includes the pageload time and SEO activities.

‘Mobile Recruitment: Removing Barriers Of Time & Accessibility’

Prabhat has over 19 years of experiencein Human Resource andBusiness Supportservices in India. Hisskills include HumanResource, ExpatriateManagement,Administration andCompliances. Prior tojoining Technopak, hehas been engaged withvaried sectors such asRetail, InternationalDevelopment andIndustrialManufacturing withpresence in India andSouth East Asia.

Prabhat Bhardwajhead–HR &AdministrationTechnopakAdvisors

Expert Speak

hiring & beyondcontent.timesjobs.com/docs/tjnewsletterfebruary2014.pdf · 2017-04-18 · smart...

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