Future trend Mobile Recruiting: There is a need for action!


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Thanks to numerous laboratory examinations such as eye tracking, surveys on mobile recruiting as by Prof. Wolfgang Jäger or surveys of the usage habits of SmartPhones, it is obvious that there is considerable need for action.

picture_Jobware_MOPS_phone_struktur

Here writes for you:

 

Gerhard Kenk kenkGerhard Kenk is editor of Crosswater Systems and is considered the grandfather of the jobblogging scene.

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Recruiter: Tribute to technological progress

The recruiter industry can no longer deal with the 1: 1 updating of old and loved practices, but must also pay tribute to the technological progress in the applicant's speech.

The technology bridge of Indeed MoBolt cleans the mobile position display with a minimalistic information approach.

Interface technology and detoxification treatment

It also shows how online applications from the candidate's SmartPhone can be transferred directly into the employer's job management system by means of an interface technology without media discontinuity.

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Jobware is now demonstrating a “detoxification course” for overloaded job advertisements with its new concept of “mobile optimized job advertisement (MopS)”.

What is really important

Focusing on the really relevant content of a mobile job display is placed in the foreground.

  1. About the place: What, when where
  2. About the Company
  3. About the location

Throw the building block system over

Remarkable in the case of the jobware solution approach is the absence of the 1: 1 update of a job display on reduced display conditions - as it is operated by many media designers.

Jobware throws all the “building blocks” of the job advertisement and then uses the individual components to construct the new, mobile optimized job advertisement.

Mobile Job offers: The primacy of relevance

In doing so, the important thing is differentiated from the secondary. At the end is a newly constructed job posting: The primacy of relevance.

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Successfully optimized job advertisements are not just about adapting the optical elements to new, more stringent display conditions on the SmartPhone. Conceptual and structural changes are necessary - everything is subject to the primacy of the content, functional and technical relevance.

The most important changes in the overview

  • good readability without zooming
  • fast loading times
  • Key content such as company, job title, location must be immediately visible "above the fold"
  • The reader can display additional content with the aid of folding menus
  • Horizontal scrolling should be avoided
  • Interaction elements should be described in a comprehensible manner
  • The operation should be designed in terms of size and spacing on different finger types
  • Further links should be presented to the reader in the mobile context - the display of a
  • SAP-conceived career page fits like a fist to the eye of the “Candidate Experience”
  • This applies in particular to the "Apply now mobile" function

Quality control is required

Eye-tracking lab tests with desktop-filled job ads are like a childbirth day compared to a scene party at the Techno-Club Berghain.

The cult-party-palace lives from a strict quality control, in this case from bouncers, which strictly adheres to the Berghain-Party-gene in the admission control of guests.

Against the golden beetroot

Perhaps the recruiting world could also profit from such controls and only publish mobile optimized job advertisements on the web that successfully passed such bouncer checks.

That remains a wishful thinking - at least as long as the “Golden Runkelbeet” initiated by Jannis Tsalikis and Henner Knabenreich has not yet penetrated the recruiter's collective memory.

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  1. Thomas Gerwert

    FUTURE STRENGTH MOBILE #RECRUITING: There is a need for action! #hr #personalmanagement #humanresources

  2. Thomas Gerwert

    FUTURE STRENGTH MOBILE #RECRUITING: There is a need for action! #hr #personalmanagement #humanresources

  3. Mats

    Good #MobileRecruiting is not an 1: 1 copy of traditional job ads

    @Berufebilder

  4. Dominik A. Hahn

    RT @matsblog: Good #MobileRecruiting is not an 1: 1 copy of conventional job ads

    @Berufebilder

  5. Competencepartner

    Future trend of mobile recruiting - Part 4: There is a need for action !: Thanks to numerous laboratory… #Profession #Education

  6. access

    RT @Berufebilder: Future trend mobile recruiting - Part 4: There is a need for action! -

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