Aurora, IL and Chicago, IL – April 12, 2011 – mResource, an award winning mobile recruitment platform, today announced they have partnered with JSTN (Job Search Television Network, Inc.), a revolutionary platform utilizing video, to help organizations attract top talent and convey their employment brand.

Preliminary results show that combining mResource’s mobile environment with JSTN’s leading edge Search Engine Optimized video and multi-channel media recruitment and branding platform, has outperformed traditional recruiting channels with a 30 percent increase in candidate volume and conversions.

“The enhanced technology mResource provides, with their platform, creates the level of full connectivity and metrics JSTN delivers online to all mobile devices.  We’re excited to provide this enhanced service which includes video enabled mobile “career pages” as part of our standard offering to our clients and partners, explains Lindsay Stanton, SVP Sales and Strategy at JSTN.  She continues, “JSTN has seen a real increase in traffic off of mobile devices and with the ability to apply and share the video jobs, the platform is a game changer.”

According to YouTube and CTIA, an association within the wireless telecommunication industry, people are watching over two billion videos and sending more than five billion text messages daily.  In addition, there are over 300 million mobile phones in the US, with over 90 percent of the population owning one.  The partnership brings viral video to any mobile and Internet user seeking career opportunities and information.

“The behavior of the consumer is clearly identifying the preferred communication channels.  To add the JSTN video capabilities to the mResource Mobile Talent 2.0 platform will give companies the ability to communicate with candidates through text and video – all from any mobile device, explained Mark Merger, mResource CEO.

“Utilizing a mobile recruiting platform is more than “app”, it’s a matter of combining interactive texting – two-way text conversations, mobile web and video – delivering your website and videos via a mobile device and then integrating the data into existing workflow technology, applicant tracking system and/or HR information system,” explained Mergler. “The partnership between JSTN and mResource can deliver this comprehensive platform.”

###

CHICAGO (November 15, 2010) – With the growing popularity of mobile communication, SharedXpertise, a leading provider of forums, media and summits relating to the recruiting industry, has selected mResource, a leading mobile web 2.0 company, to provide a mobile platform for the upcoming RPO Summit and HR Demo conferences. This is the first time SharedXpertise will use mobile communication to feature event-related text alerts and capture real-time, in-session and post-session feedback from attendees.

“We want our conferences to reflect the innovation that is occurring in business today and mobile communication is the next wave,” said Richard Crespin, president of SharedXpertise. He continued, “I can’t guarantee that every person who attends our events is carrying a laptop but I would wager that everyone will be actively using a mobile device.”

The proliferation of mobile communication is undeniable with over 285 million mobile subscribers, which includes 91% of the U.S. population as reported by CTIA, an association within the wireless telecommunication industry. Just as print, radio, television and the internet provided new ways to deliver messages, mobile has emerged as the newest, most quickly adopted communication channel.

While designed specifically for talent acquisition and employee engagement, the mResource technology can easily be adapted for any communication purpose and is functional with every type of mobile phone. The platform combines all mobile activities on one comprehensive dashboard including: apps, one-in/one-out texting, mobile web/video, apply via mobile and interactive text surveys, which is an exclusive offering of mResource. The data collected via mobile integrates easily into existing systems.

“We’ve adapted the mResource platform for SharedXpertise to serve as a mobile communication platform for their conferences. The instant audience participation will give SharedXpertise a pulse on the event and allows them to push text messages to attendees should they need to send reminders or communicate updated information,” explained Mark Mergler, CEO of mResource.

The RPO Summit and HR Demo shows will be held in December in Las Vegas. Visit www.rposummit.com or www.hrdemoshow.com or text RPO to 90206 to receive text alerts.

About SharedXpertise
SharedXpertise is the leader in providing media, summits and forums that develop professional practices in the areas of corporate responsibility, human resources and financial management. Its media offerings include print and online publications; its summits are conferences and its forums offer association membership programs. SharedXpertise serves strategy-level corporate executives in the human resources, finance, compliance and sustainability professions in North America, Europe and Asia.

About mResource
mResource, a winner of the 2010 Top HR Product award, helps companies harness the most powerful medium on the planet. The offering includes the first interactive text and mobile web platform built for mobile web 2.0 enterprise communications including mobile recruiting. This technology solution enables corporations to efficiently communicate with stakeholders and employment candidates through the use of a single platform combining mobile text and mobile web with data capture. Specific applications facilitate employee engagement and recruiting at dramatically lower costs with initial estimates yielding a 30 percent savings over alternative approaches. To learn more or request a demonstration visit us at www.mresourceglobal.com.

# # #

Chicago, IL, September 16, 2010 — mResource, a leading mobile web 2.0 provider, announced today that its Mobile Talent 2.0 product has earned one of the Human Resource Executive® magazine’s 2010 Top HR Product of the Year Awards.

“It is a distinct honor to be recognized by one of the top publications in the industry. Our team has worked very hard to produce a platform that makes it easy for organizations to utilize mobile communication in the workplace,” stated Mark Mergler, CEO, mResource.

The mResource Mobile Talent 2.0 platform is specifically designed for talent acquisition and employee engagement, combining the communication strengths of text messaging with mobile Web 2.0 on a single reporting platform. The data can be integrated into existing workflow technology along with the client’s applicant tracking system and/or HR information system. Companies can evaluate the effectiveness of their mobile campaigns, enable any candidate to apply by mobile, build candidate pools and push targeted text messages to interested candidates as opportunities become available.

“We help companies harness the most powerful medium on the planet – mobile,” Mergler continued, “just as every reputable company has a website and uses email to communicate, they will also have a mobile site that enables interaction from any mobile device and utilize SMS text as a standard form of communication.

The proliferation of mobile communication is undeniable with over 285 million mobile subscribers which includes 91% of the U.S. population as reported by CTIA, an association within the wireless telecommunication industry. Just as print, radio, television and the internet provided new ways to deliver messages; mobile has emerged as the newest, most quickly adopted communication channel.

“It is evident that mobile is becoming a major channel of communication and leading companies are adding this channel to their current recruiting campaigns and corporate communication efforts.” David Shadovitz, editor of Human Resource Executive continued, “With many organizations starting to understand the power of mobile communication, the mResource platform is both timely and innovative.”

The Human Resource Executive Top HR Product Award entries were judged based on innovation, value and intuitiveness.

“Human Resource Executive® has been evaluating HR products and conducting this competition for 22 years,” explained Shadovitz, “Our goal has always been to identify products and services that clearly offer value to the HR community while demonstrating innovation.”

The award will be presented to mResource during the HR Technology Conference at an awards luncheon on September 29.
###

About mResource
mResource helps companies harness the most powerful medium on the planet. The offering includes the first interactive text and mobile web platform built for mobile web 2.0 enterprise communications including mobile recruiting. This technology solution enables corporations to efficiently communicate with stakeholders and employment candidates through the use of a single platform combining mobile text and mobile web with data capture. Specific applications facilitate employee engagement and recruiting at dramatically lower costs with initial estimates yielding a 30 percent savings over alternative approaches. To learn more or request a demonstration visit us at www.mresourceglobal.com.

Full story on MoRecNews.com

June 28, 2010—Findlay, Ohio— As mobile communication rapidly becomes the medium of choice for generations across the board, The RightThing, leader in recruitment process outsourcing (RPO), today announced at the Society for Human Resource Management’s (SHRM) 62nd Annual Conference & Exposition in San Diego, the launch of a fully integrated mobile recruiting platform, enabling clients to add mobile capabilities to their recruiting playbook  with measurable results.

Partnering with mobile technology innovator mResource, The RightThing will work with clients to optimize existing client career sites for mobile applications and enable active recruitment through interactive text campaigns. The mResource mobile recruitment platform is specifically designed for the recruiting industry, combining the communication strengths of text messaging with mobile Web 2.0 on a single reporting platform that can then be integrated into existing workflow technology along with the client’s applicant tracking system.

As an innovator in RPO, The RightThing is committed to leading the industry in enhancing the candidate experience by providing anywhere, anytime access to search and apply for opportunities. Employers will benefit from establishing their employment brand and presence on the mobile web, and see productivity gains through leveraging mobile with social media.

“As younger generations enter the workforce and mobile communications continue to become more integrated as a lifestyle, it is clear that the future of recruiting is mobile, said TerryTerhark, CEO of The RightThing. “With a great deal of interest from both clients and prospects, we are proud to lead the way with this new mobile tool and expect to see high volumes of candidates opt in to client mobile career networks.”

Today’s mobile phone usage statistics are compelling. According to a recent CTIA wireless industry survey, over four billion text messages are sent daily.  Recent findings from Morgan Stanley, Research Division reported that mobile internet is ramping faster than desktop internet at unprecedented adoption rates. In addition, data gathered from the GSMA, an association that represents the interests of the worldwide mobile communications industry, predicted mobile usage to reach six billion subscribers by 2013.

“Mobile is a powerful communication tool.  mResource gives companies a holistic mobile recruiting platform complete with real-time reporting and integration to quickly and cost effectively maximize the mobile recruiting channel,” explained Mark Mergler, Founder and CEO of mResource. “Mobile today is the internet of yesterday.  Our clients recognize that providing mobile access to their career candidates and employees is a simple and effective approach to recruiting and employee engagement whenever and wherever they prefer.”

###

About The RightThing

The RightThing is the number one enterprise recruitment process outsourcing (RPO) provider.  Harnessing the power of unmatched proprietary technology, The RightThing continues to lead the industry with innovative, scalable solutions that help clients find, recruit, hire and retain top talent.  Dedicated to recruitment leadership, technology and outsourcing, The RightThing offers recruiting solutions to small, medium and large organizations serving many of the world’s leading companies. The RightThing is also parent company to AIRS, the leading provider of recruitment training. For more information, visit http://www.rightthinginc.com.

About mResource

mResource offers the first interactive text and mobile web platform built for mobile web 2.0 enterprise communications including mobile recruiting.  This technology solution enables corporations to efficiently communicate with stakeholders and employment candidates through the use of a single platform combining mobile text and mobile web with data capture. Specific applications facilitate employee engagement and recruiting at dramatically lower costs with initial estimates yielding a 30 percent savings over alternative approaches. To learn more or request a demonstration visit us at www.mresourceglobal.com.

Entire Article

Source: Mobile Marketer

Our vision is based on the single principle of enabling any candidate with a mobile phone to interact with an employer in a truly direct and private manner.

After 13 months of planning, research and development effort we may not have the answer to everything mobile in recruiting, but we think we have made some progress.

Reading excellent blogs and papers from Shally, Chris Hoyt, Michael Martlatt and more recently Geoff Peterson certainly inspired along the way – leading our development team to the conclusion that there are so many ways to deploy mobile technology that we had better keep it simple:

• We decided not to launch with an iPhone app – with only 7% of the US market what about everyone else?  We can add this later if we think it is right.
• QR Codes and Blue Casting – with limited adoption we decided to park these too.
• Text – now that’s a different story, everyone has it, usage is already huge but still growing, open and response rates are very high and it is a completely private channel – this is where our initial focus has been.
• Mobile web – a no brainer – mobile career sites for branding and job advertising, it just took some time to ensure we had the right solution to deliver sites to all web enabled phones in the market.

Here is what our very messy whiteboard eventually told us:

Mobile Recruiting ROI = WAP (mobile employer branding + application processes) + text (anywhere, anytime candidate access + application process)

So that ‘s what we have built, a mobile web capability to quickly compile and publish mobile career sites and job ads, and a text message platform that can run application processes and prescreening questions as well as enabling simple text response and candidate communications.

The difficult bit was linking it all together on a common platform so we can direct and track candidates on their mobile device. We think we have the right approach – anyone who sees a job, say on twitter, has the option to start their application by text, so you have captured them in your ATS, and be directed to mobile web to read the job ad/apply via mobile web.

So the mobile communication channel is open . . .we look forward to working with you if you see a use for it . . . . .

Chicago, IL, June 2, 2010 — Mark Mergler, Founder and CEO of mResource, announced today the launch of a new mobile technology that could revolutionize the way candidates interact with employers.  According to the CTIA wireless industry survey, over four billion text messages are sent daily, and with mobile web being the fastest growing form of internet usage, mResource has given recruiters a way to maximize this recruiting channel.

The text messaging technology utilizes an interactive text message dialogue that allows a candidate to instantly begin the application process using any mobile device.  Recruiters can see the inflow of candidates with the real-time reporting dashboard while the candidate data can be captured and integrated into any applicant tracking system.   mResource has combined  mobile web capability to build mobile career sites allowing employers the ability to extend their employment brand to mobile devices giving candidates the ability to easily apply online via their mobile from any location at any time.

Michael Marlatt, an established blogger and mobile evangelist for recruitment, agrees.  “I have been involved with best practices for the recruiting industry for the last 13 years and combining the social media movement along with the robust mobile platform offered by mResource, takes candidate engagement and tracking to a whole new level.  Text-message marketing – sending targeted “opt-in” messages – is a fast and effective communication channel for reaching your target audience regardless of time and place. The use of mobile in recruiting is not just about convenience, it’s game-changing.”

mResource is a new entrant in this category and is the only company that combines the interactive text message technology with mobile web capability on a common reporting platform. Companies can evaluate the effectiveness of their mobile campaigns, enable any candidate to apply by mobile, build candidate pools and push targeted text messages to interested candidates as opportunities become available.

“We are in the era of instant,” Mergler continues, “with one tweet or a sign in a storefront window, candidates can apply while waiting in line for their cappuccino in the morning and recruiters can know based on the text messaging responses whether or not the candidate moves forward in the process. Four billion text messages each day is a cost effective channel for recruiters to maximize.  mResource is here to help.”

###

About mResource

mResource is the only mobile technology company committed to extending interactive communication though the use of mobile technologies and providing instant data analysis delivered through a comprehensive reporting dashboard.   mResource enables organizations to harness the power of mobile technology to gain more in-depth immediate knowledge of any topic and creates a mobile website to deliver a seamless mobile experience to clients, candidates and employees.  Compatible with many industries and solutions, mResource can be used by recruiters, broadcasters, marketers, employers and non-profits and can be customized to deliver an interactive experience that drives efficiency and brand loyalty.

Based in Chicago, IL, mResource is developing the future of mobile marketing. To learn more visit us at www.mresourceglobal.com.

Contact:  JEN ILIFF

3X-Marketing

EM: jen.iliff@3X-Marketing.com

PH: 419-429-9084

FX: 419-422-7515

mResource had the opportunity this week to take part in a webinar hosted by ERE and presented by Michael Marlatt which discussed mobile recruiting and the use of text messaging to target candidates.  During the webinar Michael used the mResource interactive text messaging platform for a live demo.

The aim of the demo was to show how effective text messaging can be as a direct communication channel with potential candidates.

During the webinar Michael invited the audience to text the keyword SHOWME to the short code 90206.  This keyword and short code combination initiated a two way text message dialogue.  The demo is still live so if you wish to try it text SHOWME to 90206 now*.

A large proportion of the audience took part in the demo which asked three questions by text message:

• What is your ZIP code?
• Do you work in HR or Recruiting?
• What is your current position?

Michael was able to view and analyze the responses to these questions in real time using the mResource reporting portal.  The two charts below illustrate this data and are screenshots from the mResourece reporting portal.

This shows that 62% of the respondents work in HR & 10% in recruiting.

48% of respondents were Non Management, 19% were Managers, 21% Directors & 12% VPs

The mResource platform, also in real time, locates the user geographically and shows that data on interactive maps which allow drill down to County level.

This map shows the location of the respondents at State level.

Data can then be drilled down to County level.

This simple demonstration showed how text messaging can be used to interact with candidates in a direct and private manner.  The data gathered can then be viewed directly in the mResource reporting portal or it can pushed automatically into an external  ATS or CRM platform.

Text messaging has many practical applications for recruiting, from enabling a simple response to a job ad on a twitter feed through to interview scheduling and confirmation.

It is often far easier to read and respond to a text message than it is to take a call or read and email.

The slides and a recording of the webinar are available here.

To find out more about mResource can help you take your recruitment campaigns mobile either call us on 866-878-0297 or fill out the contact form.

* Text SHOWME to 90206 – Message and data rates may apply. USA only.

Publication: HR Magazine

Like hundreds of other employers, Hewitt and Associates had a booth at the National Black MBA Association (NBMBAA) Exhibition in New Orleans in September 2009. But unlike other recruiters, the Lincolnshire, Ill.-based HR consulting and outsourcing firm took an unusual approach to the typical job fair experience.

Instead of collecting business cards and handing out collateral, Hewitt displayed posters prompting attendees to text message “HEWDIVERSITY” to a specified five-digit number. Every texter was entered in a prize drawing–and added to Hewitt’s growing mobile recruiting network.

This network allows Hewitt to communicate with a pool of interested job seekers–wherever they are–as soon as positions become available and results in much higher penetration than other forms of recruitment marketing. It creates “an audience that wants to hear from you,” says Michael Marlatt, former Hewitt recruiter and architect of the NBMBAA mobile recruiting campaign.

Few employers realize the potential of mobile recruiting. “It’s cutting-edge,” says Chris Hoyt, a recruiter for AT&T and a self-proclaimed “evangelist,” but not because it is complicated, expensive or inaccessible. In fact, with the right tools, an employer can create a mobile recruiting presence in days for far less than it typically pays for a newspaper ad or a job board posting.

Reaching Job Seekers

According to CTIA-The Wireless Association, U.S. residents use more than 270 million mobile devices. Considering that the U.S. Census Bureau estimates the population to be at about 304 million, that means roughly 89 percent now have some type of mobile device.

And those devices are used for far more than phone calls. Users send and receive texts–technically referred to as “SMS,” or “short messaging service”–browse the web, send and receive e-mail, and more. While professionals still spend hours in front of computers at work and at home, they spend even more time with mobile devices.

Hence, mobile recruiting campaigns make sense. Give job seekers an opportunity to continue to connect with you, advises Marlatt, who launched mobile recruiting campaigns at Microsoft before starting his consultancy, Cloud Recruiting.

That connection goes two ways: Mobile devices also make it convenient for job seekers to reach out to potential employers.

Not Just for Teenagers

Text campaigns, such as the one Hewitt used at the NBMBAA fair, offer several benefits:

Efficiency. For years, employers have used opt-in e-mail lists to distribute information on opportunities. “E-mail marketing has a single-digit open rate,” Hoyt explains. In contrast, Hoyt says, SMS has a 92 percent read rate.

Reach. While not all phones allow users to view e-mail, texting capabilities are nearly universal.

Immediacy. While data doesn’t exist yet, Hoyt says it “obviously stands to reason that the time to fill would be shorter.”

The first step is ensuring that people opt in to a text list voluntarily. It’s permission-based, says Marlatt: You can’t just grab mobile numbers from LinkedIn pages and send them texts. That’s illegal, and one complaint can cost $11,000. People don’t get charged by their Internet service provider for spam e-mail, but they do get charged for texts. That’s why mobile carriers and Federal Trade Commission officials look at it differently.

Employers can create an opt-in opportunity for job seekers through messages added to advertising, on web sites and on career pages. Send people on existing candidate lists an e-mail inviting them to text a message to a specific short code to join the SMS distribution network. Once job seekers send that first text, the employer captures their mobile numbers and is free to send SMS messages at will. As with e-mail lists, however, recruiters must provide an opportunity for job seekers to opt out of the network.

Depending on the volume of opportunities available, employers may choose to create segmented text prompts. For example, job seekers could text “RETAILJOBS,” “TECHJOBS” or “SALESJOBS” to the short code, depending on the types of jobs they are interested in. Hoyt uses this approach at AT&T. “We have separate mobile channels for each of our leadership programs,” he says. “This allows a very customized response. It’s very personal.” AT&T launched mobile recruiting in February 2009. As of December, the company had 160,000 numbers in its network.

Job seekers who opt in can be sorted and reported by location, allowing for targeted communication. Recently, Hoyt needed to fill a retail sales position in Chicago. By drawing on his opt-in network, he pulled a list of retail job seekers with Chicago-area mobile numbers and sent them a text message about the opportunity. Within three hours, 40 percent of the recipients had responded.

As prospective employees move through the recruitment process, text messaging can be used to schedule interviews and send appointment reminders. In some industries, you sometimes see double-digit no-show rates for interviews, Hoyt says. Texting “will combat this.”

Job seekers benefit, too. They may be uncomfortable receiving e-mail or phone calls from prospective employers at their current jobs; text messaging is seen as a confidential way to communicate.

An App for That

A recent flurry of releases provides recruiting applications, or “apps,” for the iPhone, Apple’s version of the smart phone. Apps for the iPhone are available for downloading for free or a nominal one-time charge; the iPhone user can then take advantage of the app’s function from that device alone.

Some recruiting apps target job seekers. One example, Real Time Jobs, launched in October 2009, allows users to search and reply to job listings distributed through Twitter or entered by employers on the Real Time Jobs web site. Job seekers can upload resumes, social media profiles or video clips for remote storage “in the cloud” and later attach the files when responding to a job posting. In August 2009, AT&T introduced an iPhone app that users can download to learn about and apply for AT&T jobs; according to Hoyt, it is the first employment-driven app from an employer.

Other apps target recruiters. AutoSearch, an iPhone app introduced in September 2009, allows recruiters to find passive candidates who meet criteria such as geographic location and job title by running keyword searches that turn up social media offerings, online news reports or research. AutoSearch offers a software-as-a-service (SaaS) desktop version as well.

Making Tools Accessible

The other piece of the mobile recruiting puzzle is to ensure that the rest of an employer’s electronic recruiting presence is mobile-friendly. “A lot of people mess up,” opines Marlatt. Although many mobile devices now offer web browsing and e-mail reading, the experiences are often less than satisfactory. Web sites and e-mails designed for desktops don’t always translate well to mobile viewing: Load times lengthen, graphics don’t display, text is difficult to read, and click-throughs don’t work.

To ignore this reality is to undercut the medium’s potential. The power of mobile is in immediacy and convenience. To leverage those benefits, users need to be able to go right to the web to learn more about specific opportunities and the company.

“Designing web sites for mobile doesn’t mean just converting the existing desktop site,” advises Jon Cooper, chief marketing officer for Philadelphia-based PhindMeMobile, a mobile technology provider whose executives recently announced its acquisition by Movitas, a provider of mobile marketing solutions for the hospitality industry. “It’s a different medium. All the stuff on the desktop doesn’t make sense. It’s not the right stuff for the [mobile] user.”

But that doesn’t mean employers have to start from scratch. A site designed for mobile users takes elements from an existing desktop site and presents them in a streamlined format with fewer bells and whistles. In most cases, it isn’t even necessary to create a new URL; a “device detection” function can be built in, directing users to the appropriate site, depending on the entry device.

Many Features, Low Price

SaaS solutions make going mobile easy and affordable for any size business. Vendors offer a range of services for mobile marketing campaigns that can easily be adapted for recruiting. Hoyt and Marlatt use everywhereigo, a mobile campaign solution provided by Movitas; for $30 to $100 a month, users can set up messages or short code combinations, manage contact lists, enable device detection, and create mobile-optimized web sites. Sending texts is an expense, but for most businesses the costs would be negligible.

HR technology companies are starting to get in on the trend, too. For example, Wayne, Pa.-based Kenexa is testing a version of its Recruiter Brass Ring that is optimized for mobile access. This will improve mobile access for job seekers and for HR staff members and managers. Hiring managers and recruiters will be able to view requisitions, review candidate details and move them through the hiring process from a mobile device. “This will provide better workflow and better turnaround times,” says Barrett Richardson, director of Kenexa Recruiter Brass Ring product management, who expects this version to be available early in 2010.

It’s still too early to gauge mobile’s full impact on the recruiting industry. These early adopters acknowledge that mobile isn’t going to completely replace other types of recruiting. “A lot of people want to say job boards are dead,” Hoyt says. “They’re not.” But he says mobile recruiting is here to stay as part of AT&T’s recruiting mix, adding, “It is now a priority resource for us, as opposed to mass mailings and e-mails.”

Before he plans for print media, he goes mobile.

Source
Jennifer Taylor Arnold – HR Magazine