Mobile devices, especially ones with free recruiting software, are changing the way recruiters work, the way business owners manage companies, and the services businesses can offer customers. More jobs become more mobile, letting employees enjoy flexible hours and benefiting customers with more efficient service. All is not sunshine in the mobile takeover of businesses though. There is a debate over how all of this device use impacts employee productivity. On one hand, it greatly improves productivity because employees can work at home or while commuting and it makes most individual tasks much quicker and easier to complete.
On the other hand, we all know how distracting these devices are. A recruiter needs to know a client’s use of mobile technology as well as how to select and train candidates and synchronize hiring plans to accommodate this issue. Did you know that our free recruiting software can help your employees improve productivity? Keep reading to see how Recruiteze can help.
How Devices Improve Productivity
First, let’s talk about how mobile technology improves productivity.
Mobile technology, particularly that used in BYOD programs, is generally newer and better upgraded than the desktops and technology that most businesses keep in their facilities. Employees are also familiar with the software, requiring no training time or difficulty remembering how this program differs from the one they use at home. This means employees can spend more time actually getting work done rather than grumbling over their equipment.
Mobile technology gets employees on the go. They can take their device with them on-location to help a customer, perform inspections, or do anything else they need to do and still remain in contact with the business. This streamlines mobile job responsibilities and provides businesses with innovative ways to satisfy customers.
Mobile technology increases teamwork and communication. People are on their devices so much that they readily check work emails and communicate with coworkers even during off-hours. Employees can also talk to each other while in various locations so everything gets done faster.
How Devices Impair Productivity
All of this sounds great, until you remember one fact. The internet and mobile devices are highly engaging gadgets. Once you’re on a smartphone, tablet, or laptop, it’s really hard not to open a game, check your email, or visit a frequently used social media platform, just for a second. Then a second becomes an hour.
It may start innocently. There’s a lull in the work flow or you’re on a break, and suddenly you find yourself on the phone repeatedly. Funny cat videos, Facebook, Tumblr, or Pinterest pages, or an engrossing Google search might steal hours of accumulated work time without the user even realizing the time is passing. One company discovered that their employees had wasted a cumulative 80 hours watching cat videos in only one month.
This is a problem most people are familiar with and joke about regarding social media, gaming, and the lures of the internet. Most of the time, it amounts to little more than a bad habit, but it can become a full-fledged addiction.
It particularly affects millennials. People in this age bracket have been exposed to the internet and mobile devices enough during their formative years that they are prone to developing something once dubbed “popcorn brain.” This means that people become so used to the instant, constant stimulation gained from electronics that they find it extremely difficult to function in and enjoy the slower paced activities in the real world.
So, not only might it be scarily easy to fall prey to the lure of devices, some employees may find it tortuously difficult trying to pry themselves away. They may become less productive because of the mental stress involved with forcing themselves away or trying to function in a manner they aren’t used to.
The situation has become so disruptive that some businesses have resorted to blacklisting certain apps, including Facebook, Netflix, and even Dropbox. This solution is both controversial and hard to implement, so better alternatives are needed.
Ways To Foster More Productivity Improvement
While troublesome, there is a bright spot in the mobile technology productivity dilemma: clients and recruiters can manage it and plan for it.
Schedule it into the day.
By allowing employees set times to play online, they may get their fix in a controlled amount of time rather than sporadically all throughout the day. Some employees believe that internet use on the job makes them more productive, so using this need rather than stifling it may be beneficial for everyone. If a client uses mobile technology in their workplace, they might try a scheduling policy to limit, but not unrealistically try to eradicate all time spent on the internet.
Limit email time.
East San Gabriel Valley at Score.com says, “Some companies try email-free days or eliminate emails on Friday afternoons; others set rules such as no emails before 7 AM or after 8 PM. See what works for you and your employees.” This idea works in conjunction with the work email tip above or on its own.
Encourage Face-to-Face Teamwork
Teamwork and dealing with others is a more dynamic experience than working one on one. This serves the benefit of stimulating employees’ minds, when done well, and gets employees interacting with other human beings which takes care of some of why people are drawn to the internet. Clients could implement more teamwork strategies, and you could pair them up with candidates who enjoy teamwork and people-based activities.
There is a great point in this Forbes article; if you measure results rather than hours, employees will be more likely to notice when they are not being productive. Run this idea by your clients and pair them up with goal-setters and candidates who show an interest in personal improvement.
Similarly, if an employer set goals for employees, the employees will notice their lack of productivity. More importantly, they will find it more rewarding to literally do the work when there is a goal in place. Goals help us break tasks up into manageable and conceivable chunks. This reduces or eliminates that feeling of tireless, meaningless, same-ole’ work. Pair up clients and candidates interested in goals or foster this desire in both groups you deal with.
Let employees perform multiple jobs.
When employees can vary their daily tasks, they find their work much more engaging. Recruiters might speak with clients about training their employees for multiple tasks and take this idea into account when considering candidates.
Tom, a full stack developer at Big Viking Games, said, “I always get to work on something new, and everyone gets excited about this variety.”
Inspire healthy competition.
Clients could get teams or the whole staff engrossed in a competition, something they can get creative about and utilize their unique talents. Then watch them get excited to work on it. Candidates who enjoy teamwork and/or express a need for healthy competition may be great fits for a client like this.
Encourage them to innovate.
This is a powerful method that requires little from the client. Managers could leave room in projects for creativity and unique takes or simply ask for input on projects and actually listen to it. Clients could combine innovation and competition by asking employees to come up with new ideas and rewarding the employee with the best idea. If your client is into this idea or already using it, you might look for a proactive, self-motivated, and/or innovative candidate.
Ask them to keep a record.
Clients could get employees to write down their internet usage time, not for the manager to see, but for the employee to take note of their time. If the manager wants to discuss it, they might simply ask the employee for a summation of what they discovered, and if necessary, what measures the employee would like to take to fix it.
Mobile technology in the workplace offers both pros and cons. Recruiters and employees can manage and use the downsides to their advantage so mobile technology becomes all improvement. Really, it encourages businesses to do something they need to be doing anyway: engaging their employees. Motivational strategies and an innovative culture will go a long way. Some direct time management strategies will also help.
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