The Mobile Takeover

Helen Evans • Feb 26, 2019

We know more and more people are turning to their smartphone to access the internet, email and social media. All too often we find it’s the first thing we reach for as we wake and the last thing we put down before we sleep - and we’re not just setting and snoozing the alarm! Personally, I regularly check my emails, messages, WhatsApp, and Instagram before my feet even hit the ground to start the day. We are checking-in with our phones before checking-in with the real live people we live with.

 

This year, SMS marketing has already been in the news thanks to Clive Palmer’s unsolicited messages sent to over 5 million Aussie numbers. Although the typical SMS open rate stands at 94%, which is far higher than the 32% email open rate, the communication channel isn’t as popular to marketers due to the intrusive nature. We tend not to be worried if our GP, hairdresser or postal service contact us via SMS with a notification, but we don’t want advertising through our messages.

 

As Digital Marketers it is important to understand how our audiences are receiving our messages throughout the day, and on what devices. Whether it is the pyjama-check-in, the daily commuter-browse, the boss-isn’t-watching-desktop-shop or the waiting-for-my-tinder-date-to-arrive- scroll (we’ve all been there!), the devices in which our target audience encounters our brands on may change their experience of us.

The changes in the experience are not just aesthetic, but functional too. So, not only do we need to ensure our websites, eDM’s and online advertising are responsive across all devices, but we should also consider the competition we are facing in the physical world. By this, I mean the way in which we attempt to retain attention when our receiver may easily find distractions as they’re simultaneously walking through the city, sat in a busy bar or relaxing on a beach whilst viewing our content.

 

Late last year I was lucky enough to sit down with a Data Analyst from job searching website SEEK to learn more about the way candidates are engaging with the website and app. I gained insight into the way candidates are using multiple devices for their job search - Firstly, 68% of Seek candidates are accessing job ads on their mobile devices, which is a huge leap from 2% at the beginning of this decade! Then, using data on iknowho’s ads specifically, it also became apparent that many of our applicants start by ‘researching’ jobs on their mobile device but tend to complete applications on a desktop. I guess this makes sense, as this is probably where they save their resume to, but it’s really important for our consultants to consider how their ads look on mobile to increase these application conversions.

 

It’s really important we’re checking and double-checking our eDM and social posts look great across all formats. This is especially important when targeting candidates who may be unenthusiastically waiting for the bus to work on a Monday morning! We want their impression of our brands at this time to be the best it can be to brighten up their day and encourage interaction. The best piece of advice I received in connection with this was to think about how much space my text takes up on each screen, and to break it up into digestible sizes, especially for mobile. There’s also the trend for vertical viewing which needs to be taken into account when selecting images or utilising video content.

 

Even with the knowledge that increased screen time is having negative effects on us - more on that here - we’re arguably becoming a nation glued to our phones. That said, consumers are pushing back and trying to turn off their phones as an attempt to reconnect with ‘real-life’. This concept has been used in some amusing marketing campaigns and social movements such as #devicefreedinner. There’s even books (think pre-kindle) out there to help you take time out from your phone, and options to schedule downtime on Apple’s Screen Time or Android’s Digital Wellbeing functions. Just remember, balance is often the key.

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Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.
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