Yesterday was the worlds first, totally dedicated Mobile Recruiting conference. You can check out the Twitter back channel on #mrec. More than 200 recruiting professionals arrived in San Francisco to learn and share experiences. The energy was high and the hunger to make the mobile channel work for the recruitment industry was enormous. There were some fantastic speakers with a comfortable mix between recruitment specialists, vendors and mobile experts.

For those of you who missed it, keep an eye out at for #mrec 2012!  There was so much content it is quite tough to distill it down to share key take aways! But here goes...

1. Smartphone is here! The smartphone is now 38% market share of all mobile devices. The figure is growing rapidly. The mobile web is common place and mainstream with Facebook enjoying 350m mobile users! The primary Internet connection is mobile for more and more people. The convenience factor of a tablet or smartphone will continue to push this higher coupled with emerging nations where mobile is the only connectivity for 26% of the local web population.

2. Google now cares about mSites You all want to be at the top of Google? We we told yesterday that the secret Google algorithms now consider mobile website support when ranking your site. So unless you want your agile competitors to get ahead, you need to get your mobile HTML support.

3. You are already mobile recruiting! Possibly not very well! Do you email jobs alerts to candidates that link to your website? Do you share job links and other content on Twitter or Facebook? How do you think people are consuming this content? Do you ever read your email or Facebook on your smartphone? When you think about it, your potential talent is already experiencing your content on their smartphone, you can not stop it, nor would you want to! But you could make it an valuable and enjoyable experience, or you could leave it a difficult and frustrating experience! I wonder which one will support your recruitment efforts and attract the best talent? What are you waiting for...?

4. Appstore is a channel, and to be in it you need to have a native app. When ever mobile web is discussed there follows the battle of native app vs mhtml. Honestly there could not be a more frustrating discussion. What matters is the problem you are trying solve, then pick the right solution! The problem described in point 3 can only be solved with a mobile website. But if you want to satisfy that talent that searched for you in AppStore either on Apple, Google or Amazon you need to build a native app. Additionally if you want to push job alerts to devices over the web you need a native app. It is a tool and provides talent another option as to how they connect with you. Good marketing to talk to the consumer via the channel they prefer.

5. Use your talent community as the "checkout" Applying to a job is not easy on a mobile. It can be achieved via a linkedin connection, or a resume / cv file in the cloud but both of these approach are limiting. The cloud is not mainstream yet.  Instead the best practice is to allow the talent to give you their "virtual business card", this is achieved by the talent joining your community. When talent join your community you should have a good connection and should have interesting data about the individual. A number of speakers promoted this solution. Any company can sign up for a free Talent community on the BraveNewTalent  platform (full disclosure, I work at BraveNewTalent)

Finally, there was throughout the day an undertone surrounding the ATS. Social media and mobile provide new candidate data and are a catalyst to improve our candidate experience. But the recruiter is currently handcuffed to what the ATS system supports. True rapid adoption needs much better support from the ATS vendors. I have been actively involved in this topic from its origin, I have yet to meet an ATS that wants to discuss and address this topic. This is a huge disappointment.

AuthorDave Martin