Tips for Mobile Marketing Recruitment Campaigns
This is the seventh in a seven part series. To read the series from the beginning, start with the first article on Mobile Marketing for Recruiters.
I hope that the first six parts of this seven part series has been helpful as you look toward creating or perhaps even improving your mobile marketing recruitment advertising campaigns. CollegeRecruiter.com has been a leader in this space since its infancy four years ago and we continue to lead the industry as seen by our mobile web site, CollegeRecruiter.mobi, being the only mobile version of a major job board that allows candidates to not only search and read job postings, but actually apply to those postings on their mobile devices. Very few job boards have mobile sites and the others which do all require the candidates to find postings of interest and then send links to those postings to their email inboxes. So candidates can search and read the job postings on those other mobile job boards, but to apply to the jobs they must get off of their mobiles and turn on their computers. Maybe it is just me, but doesn't that defeat the purpose of having a mobile job board?
In our years of experience in helping our clients design, deliver, and evaluate the effectiveness of their mobile recruitment marketing campaigns, we've come across a few tips and tricks. Here are 10 of the best:
- Ask candidates who contact you via one of your mobile marketing campaigns if they'd like to opt-in for future SMS messages from you as this will make it easy and cheap for you to build your own SMS database.
- If you use several job boards, lists, or other media sources for your campaign, use a different keyword for each so that you can track not just the effectiveness of the campaign, but the effectiveness of each media partner that is part of that campaign.
- Incentivize the responses by providing an additional benefit to those who respond to your mobile marketing recruitment advertising campaign. Perhaps enter them into a sweepstakes or offer to review their applications first.
- Offer them incentives based upon their interests. If one candidate is interested in a sales position and another in a programming position, reward the sales candidate with something of interest to your sales people and the programming candidate with something of interest to your programmers.
- If your candidates speak multiple languages, communicate in their language. Rather than sending them a text message asking them to reply with their language of choice, Lyris recommends that you send them a message like this, "Text FREE to 45471. Envia GRATIS al 45471."
- Want to get your campaign running fast? Use a short code belonging to CollegeRecruiter.com or your mobile marketing provider. Have a month and $500 per month? Buy your own short code from the Short Code Administration. Have a couple of months and $1,000 a month? Buy a vanity code from the same source.
- Even if your text message or keyword campaign doesn't indicate that texting the word HELP will provide instructions to confused recipients, make that happen. No matter how clear you think your instructions are, some on the receiving end will be confused and those could be some of your best candidates because if they take the time to better understand before leaping into action, isn't that a good trait?
- Mobile marketing is a great way to promote products and services to consumers but also employment opportunities and all sorts of business-to-consumer and business-to-business communications.
- Test, test, and test again. How does your message appear on different mobile devices. What looks great on a BlackBerry may look awful on a Razor cell phone.
- Partner with the right organization to help you design, implement, and track your mobile marketing recruitment advertising campaign. I'm biased, but I think that we do a pretty good job. Want more information? Contact our sales team today.
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