Mobile Recruiting Made Easy
For the past several weeks, leading up to our #nowmobile Bootcamp, we’ve been exposing the rise of mobile recruiting through a series of blog posts that have cast a light on some shocking trends including the following:
- -The explosive growth of mobile internet usage and the rise of mobile-only internet users
- -The impact of mobile job search on the candidate experience and applicant to candidate conversion rates.
- -The importance of mobile apply in promoting EEO/OFCCP regulations and workplace diversity
Through our research, we’ve discovered an overwhelming amount of evidence showcasing the importance of mobile apply and mobile recruiting.
Here Are the Newest Rules For Mobile Recruiting
We’ve done the leg work and here are our insights and tips on how to optimize your recruiting process for both internal and external mobile users. Follow our 6 rules listed below and you’ll increase candidate conversion rates and create the ideal employment brand, all while promoting equal employment opportunities.
1.) Streamline Your Online Employment Application
Put yourself in an applicant’s’ shoes. You spend days refining your cover letter and resume. Following this, you make your way through the maze of job boards and career pages to find the right opportunity. Finally, you find an exciting position, or one that looks interesting at the very least. Ecstatic, you go to apply….. AND THE EMPLOYER HAS A FOUR PAGE APPLICATION?! Even on a traditional computer, this is cumbersome. Would you want to apply for that job? No. Now imagine that experience on a smartphone and your head might just explode. Needless to say, you move on. And that’s the point- a complex application process is the kiss of death for job application conversion rates.
According to the HR news website ERE Media, the “application rates (of mobile job seekers) drop by a staggering 365 percent if an application takes more than 15 minutes to complete.” Furthermore, simply halving the question count on an application from 50 to 25 questions nearly doubles the applicant to candidate conversion rate from 5.6% to 10.6%.
These data points serve as substantial evidence pointing to the importance of providing candidates with a short and simple, mobile-friendly application. Literally, removing questions from your application can drive up candidate conversions rates. ERE asserts, “Bluntly put, every question you eliminate from the application reduces applicant sourcing costs.” Considering that 55% of job candidates report that the application process takes 30+ minutes to complete (12% saying it took longer than 60 minutes), having a short and sweet application is an easy way for you to distinguish yourself from the competition and drive up conversion rates.
2.) Make Your Careers Page and Online Job Application Mobile-Friendly.
A responsive web page is one that is optimized for use on any size screen. Today’s most active job seekers are on the go. They’re searching for jobs from their smartphones and tablets (9 in 10 candidates use mobile search according to Glassdoor). To empower these mobile job seekers to apply, it is essential that regardless of their device, when they access your career page, it’s mobile-friendly. If not, your candidates will have a poor user experience and they’ll happily go elsewhere.
Hint: Use Google’s mobile-friendly test for free here and find out if your careers page is optimized for mobile recruiting.
3.) Show’em the Jobs Already
With the amount of uncertainty that accompanies a job search, candidates often appreciate blunt transparency. Multimedia is a great way to build employer brand and give potential candidates a “look into the life” at your company. However, it has no place in your application. Why, you may ask. Mobile job seekers want instant gratification. They came to your job posting to apply for the position, not to wade through a series of mobile unfriendly videos and images on their small phone screen.
Another key to this rule is eliminating any long text. Ever try reading a two-page job description on your credit card-sized phone screen? It is far from pleasant. Too much text leads to a poor user experience and longer time spent completing an application- both of which greatly reduce conversion rates. Be thoughtful when writing your job descriptions but get to the point and be concise.
4.) Get With the Times and Technology
Personal cloud-based storage services such as Google Drive and Dropbox are ubiquitous. Job seekers are accessing their resumes and cover letters from any device, anywhere in the world. As an employer, you must meet these applicants where they’re at. This means allowing candidates to use a cloud apply option on your website, and empower on-the-go applicants to apply to your jobs hassle free, without having to create a username and password (how annoying).
Additionally, if you’re not using a modern applicant tracking system with a resume parsing tool then it’s high time that you upgrade your ATS. Parsing tools serve two purposes. One, they help applicants apply by pulling the information from their resumes and updating it into the fields of your online employment application. Secondly, resume parsing tools make employment documents, like resumes, searchable. Build up a database of searchable talent and you have a talent community.
5.) Dump the Registration Process
Candidates come to your job posting for one reason- TO APPLY! The large majority of job seekers are not looking to join a talent community or sign up for alerts. They want to throw their hat in the ring for employment – NOW. Make it easy for them to do so! When applicants are on a mobile device, they expect to complete a “transaction” without jumping through a bunch of cumbersome steps. Remove the registration process from your job application. By doing so, you’ll increase your applicant to candidate conversion rates.
Applying to a job can already be a stressful event. Doing so from a mobile device can compound the uncertainty. Even if you offer a streamlined and simplified application process, today’s’ internet users expect immediacy. This rings especially true for job seekers. As such, our final rule is to provide multiple ways to acknowledge applicants in real time. When applicants complete your mobile application process, make sure you provide various formats of acknowledgment. This means providing candidates with an on-screen message verifying that they have completed the application and that it has been received. Plus, you’ll want to make sure that applicants also receive an email to thank them for applying. Employers that communicate with applicants early and often yield higher candidate engagement rates and ultimately fill jobs faster.
Ready to Make Mobile Recruiting a Reality?
Join Newton’s co-founder, Joel Passen, Tuesday, April 19th at 10 am PST / 1:00pm EST for our free #nowmobile Bootcamp. During this online work session, Joel will take a deep dive into why you need a mobile recruiting strategy now and how to implement one in just a few easy steps.