Most of you have heard that the hottest technology this year is mobile. Some of you may not believe it, and some of you will. Regardless, there are some major players in the recruiting world that are jumping on board with mobile recruiting technologies. Amongst them is Manpower, which just last week launched a suite of mobile talent applications that will allow employers and candidates greater on-the-go interaction with potential candidates.

Manpower’s new applications, the Direct Talent Recruiter Mobile Application, the Direct Talent iPhone Application and the Direct Talent Candidate Mobile Application, provide innovative features via many different operating systems designed to bridge the gap between candidates and clients. Candidates can apply for a job using “Quick Apply” with their name, email address, and telephone number or with their LinkedIn®, profile. They can also connect quickly and easily with a Manpower branch office, search jobs by employment type — temporary, contract or permanent roles — and location, and receive notifications directly to their iPhone or other smartphones.

Says Jeffrey A. Joerres, Manpower Inc. Chairman and CEO, “Worldwide, Manpower is revolutionizing the way candidates and employers interact. As we enter the Human Age and experience tumultuous shifts around the world, it will not be technology that will define this new era but rather how we interact with this new technology as humans…The inescapable pressure to do more with less through the recession has awakened employers to the true power of humans, and it is human potential itself, empowered and unleashed via technology and more, that is emerging as the catalyst for economic growth.”

The important part of his statement is on “how we interact with this new technology as humans.” There is an incorrect belief in our industry that technology is evil and that we rely too heavily on it as opposed to the tried-and-true methods of building relationships and human outreach. Technology is supposed to enhance our activities, not replace them. At the end of the day, we are human beings connecting with other human beings, not auto-bots connecting with other auto-bots. The foundation of our business was, is, and arguably always will be making human connections and building relationships.

That being said, it is important to observe technological trends and take them into consideration when progressing in our business. A company as large as Manpower developing mobile tools for improved candidate experience should be an eye-opener for us. In 2009, Korn/Ferry also created a similar iPhone app called Korn/Ferry Connect, which was designed to help candidates connect with recruiters in many/any of its international locations. So while this isn’t ground-breaking technological development, it’s certainly trending in recruiting and worth paying attention to.

You may be thinking, “Well that’s great for the candidates, but what about for me?” I’ll bet you didn’t know that several of your recruiting vendors also provide mobile tools — and have been for quite some time:

• PC Recruiter launched a mobile-friendly site back in 2002.
• Bullhorn has been mobile-friendly since 2003.
• Sendouts launched Sendouts Mobile in 2007, which allows its users to access their database from their browser-enabled smartphones.
• Last year, Kenexa launched its 2xMobile app which fully integrates with their talent management solutions.
• The Hire Syndicate has a mobile app that connects you with community “pods” to do split placements.
• …there are many others

So, what do you think? Should our industry be listening and paying attention to mobile trends that seem to be on the rise?

Our poll this week asks some questions on your current mobile activities and capabilities, and also asks for your thoughts on this from a third-party recruiting standpoint. We hope you’ll participate: the best way to learn trends and thoughts in this business is to go directly to the source. Stay tuned for results to the poll next week!

Did you know that ERE has a group on LinkedIn? Check it out!

Here’s what’s going on in the ERE community this week:

1. The only danger in mobile recruiting?
2. Is your recruiting quaint?
3. Talent acquisition metrics
4. The big disconnect
5. Whose responsibility is it to check references?
6. Featured group of the week: Recruiting leadership forum

1. The danger of mobile recruiting? Not doing it.

Kristine Rhodes writes “Recently, I asked my client partners why they declined using mobile marketing as part of their recruiting strategy in 2009. I heard everything from “It’s just hype,” to “It’s intrusive,” to my personal favorite “It’s dangerous.” So I thought I’d share some quick facts to dispel the myths, and provide a few ways to ease into a mobile strategy.

Are you trying to get mobile recruiting initiatives completed this year? Take a look at Kristine’s post and add your own comments.

2. Is your recruiting quaint?

Kristen Fife argues that having a tool that only works in one type of browser sends the wrong message. She states: “It’s 2010, guys. I live in Microsoft’s backyard and a good number of the people *I* know use Firefox at home and work. Not to mention Chrome. And Safari (hellooooooooo, remember the new iPad that was unveiled a few weeks ago?) as well as a host of smaller browsers such as Flock, Opera, etc.

Is making an application cross-browser compatible not realistic or is it necessary in a multiple browser world?

3. Talent acquisition metrics

Ritvik Bhawan outlays the different types of metrics a person should use if they are looking to track their progress. He breaks them down into three categories:

• Workforce planning and acquisition strategy
• Applicant sourcing and candidate management
• Applicant tracking and final joining

Take a look and see if any of your favorite metrics are left out.

4. The big disconnect: how recruiters earn their fee

Barbara Goldman tells a story about how she worked behind the scenes as a third-party recruiter to secure a candidate in a way that the client didn’t see. She writes, “After my candidate started, and I called to collect my fee, the president of the company asked me how I had persuaded him to even interview. You see, unknown to me, he was a target candidate for the company. They knew him. Three recruiters had tried to drag him in. He said no. Now, they finally got their man.

What are your thoughts? Is a third-party recruiter’s value disguised?

5. Whose responsibility is it to check candidate references?

A member of the independent recruiters group on ERE asks: “I am preparing to enter the field as a contingent fee recruiter specializing in health care, and I have a couple of burning questions. [Whose] responsibility is it to verify a candidate’s references? Would not the employer always want to do this for themselves even if you do it? My other question is how should this issue be  handled (worded) in my contract?

Got some feedback for him? Leave a comment for him in the group.

6. Featured group: Recruiting leadership forum

The recruiting leadership forum was created by John DePolo and the objective of the group is to “share best practices in recruiting leadership with members, and brainstorming new ideas that will help companies improve their processes.” A couple recent posts include how people are approaching the hiring of former prisoners and non-employee referral programs. Are you a leader in recruiting? Check this group out.

To see what else you’ve been missing, check out the ERE community.