How Mobile Recruiting changes HR Processes

In the future, every recruiter will have to deal with mobile recruiting.

Mobile Recruiting has long been regarded as the next big trend in human resources. The topic is particularly relevant when it comes to recruiting younger specialists, such as Generation Y. How will mobile recruiting – i.e. the possibility of applying relatively effortlessly from a mobile device such as a smartphone or tablet – develop in the coming years?

Mobile Recruiting is one of the big catchwords in recruiting. Currently it is only beginning to become relevant for many companies. As already mentioned Mobile Recruiting means to align and adapt the whole recruiting process to the mobile devices. Until now, this has meant optimizing the career pages of companies for smartphones as well. Mobile search for suitable jobs. As well as to compile application documents in just a few clicks and upload them to the applicant management system.

Where the HR trip is going.

In 2016 there will be more mobile devices than people in the world. One billion job searches are made monthly by Smartphone and Social Media web pages become ever more important platforms for personnel recruitment.

But truly effective mobile recruiting will look very different. New technologies such as semantic matching, parsing and time-shifted video recruiting could completely redesign the application process. The successful application can provide a new application experience that would take the mobile world to a new level.

Semantic technologies could make the search for interesting jobs for applicants more precise. Jobseekers would no longer have to fight their way through dozens of job advertisements. The semantic search for suitable job offers not only compares keywords, but also the meaning of job titles and qualifications. This allows even more precise and thus fewer search results to be suggested.

When parsing, i.e. comparing one’s own CV with suitable positions, this matching principle could even represent a percentage suitability of an applicant for a job. The job search would thus become significantly faster and easier for companies as well as applicants. At the same time, this method would also be more suitable for mobile devices.

In order to integrate the whole thing even better into the application process, companies will increasingly enable a better connection between desktop and mobile application. The application will be initiated on the smartphone and companies or applicants can then complete it on the desktop.

Recruiting beyond the classic channels.

Another trend in mobile recruiting will be to address potential applicants and potential talents on mobile devices or to ask them to submit a mobile application in their free time, for example when shopping or watching television. New target groups that could not be reached through traditional online recruiting are also made accessible. By enabling recommendations on the mobile path, recruiters can increase your reach to top talent.

Mobile Recruiting is not only interesting for applicants, but also for companies. This is a further channel that can be used to draw the attention of interesting candidates to a company as an employer, to facilitate contact with this company and thus speed up the application process and, above all, to improve quality.

In mobile recruiting, companies should never forget who their candidate target group is, what they want to achieve with a mobile application channel and whether this channel is suitable for their purposes.

If this target group is mostly mobile and the number of applicants could be slightly higher, mobile recruiting can be a strategically important channel. However, this is only one component of a successful recruiting process. If the company is little known or if there is no interest, mobile recruiting is only recommended to a limited extent. If, on the other hand, a company has many applicants, mobile recruiting is particularly interesting from the point of view of personnel marketing and recruitment.


The importance for companies to get in touch with potential employees on the move is obvious and the coming years will make this easier for personnel via smartphone and tablet. At the same time, it will be harder for companies to keep top candidates, as employees can be looking for jobs anywhere and can also be contacted more easily by companies.

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