It’s April 2017, the weather is beautiful in San Jose at TextRecruit headquarters, and everyone is on mobile. That fact can’t be denied. Mobile usage is so prevalent; people are even using devices when they shouldn’t be. The next time you’re stuck in traffic, take a look around. I guarantee you’ll spot at least five people driving while browsing the internet, watching videos, or communicating with loved ones.
With a usage trend this strong, people are endangering their lives to use mobile phones, there's no doubt in my mind that you'd like to include mobile recruiting into your strategy. The TextRecruit ARE Framework, I'm about to share, will help you attract talent on mobile.
ARE- Attract, Recruit, and Engage:
The first step of the ARE framework is "Attract". The attract talent stage is all about making your application process easy as possible for mobile job seekers. This article will focus entirely on the mobile design function of the attraction stage of the ARE Mobile Recruiting Framework.
Go Mobile First:
Go beyond simply making your careers page mobile friendly. Instead, build a careers page that’s created “mobile first.” That means intentionally designing your recruiting web assets for mobile with the desktop as an afterthought instead of the other way around. This is something that’s easier to accomplish at new recruiting organizations – you haven’t made the investment in a desktop first web asset, so there are no sunk costs involved. I know the majority of you are not in a new recruiting organization so, I’m going to share two simple methods you can use to convince your manager that an investment in mobile first web asset design will produce positive ROI.
2 Reasons To Invest In A Mobile Recruiting Careers Page:
First, consider the following fact sourced from a 2016 study by iCMS. Almost all job seekers are searching on mobile, 89% of job seekers reported they used their smartphones as a primary method for searching for work. Go where the attention is, and you’ll get an increased candidate lead volume.
There isn’t a single professional leading a recruitment organization that isn’t going to get excited about increased volume of applicants. Second, a study by Monster discovered that organizations who had designed mobile first not only increased their applicant quantity but also saw significant improvements in applicant quality as well.
You’re probably thinking – “Ameya that sounds amazing, but how does that work?” When I found out about this, I couldn’t believe it either, as much as I wanted to. Let’s take a look at the psychology of a mobile applicant and how a frictionless application process encourages a very particular kind of applicant (the kind you want).
A frictionless application process encourages a behavior called "passive application". Job seekers who engage in passive application behaviors are often already employed. These job seekers have the experience and skills to be effective in roles you're recruiting for.
Because they already have a job, job seekers engaging in passive application often drop out when careers sites are not optimized for mobile. Due to passive application behavior, making it easy to apply to your open positions generates a higher quantity of quality applicants.
Three Simple Features Behind An Ideal Mobile Application Process:
A mobile first application process makes it easy to apply. With a mobile first application, job seekers can apply from anywhere, at any time, in three steps or less. Here’s what the ideal mobile first application process looks like.
First, job seekers should be able to create an account using data stored in other apps present on their phone. On your end, that means enabling a LinkedIn account creation on your job site. Here’s two details your developers should implement to ensure a smooth mobile account set up. The first is single button resume upload – make it easy for candidates to upload their resume from their mobile phones. Make sure to accept both PDF and Text file types.
The second feature you’ll need is enabling “Apply with LinkedIn” through mobile. Some candidates won’t have a doc or pdf on hand so having this feature will decrease your attraction stage attrition rate.
The next phase of the attraction stage you need to optimize your design for is the job search phase. The best way to do this is very simple. Just include a simple search function. That’s all candidates on mobile need.
LinkedIn's mobile job platform executes search very well.
Your search function doesn’t need to be complex, simplify the interaction as much as possible. If your developers can enable intelligent search from a single bar – you’ll deliver an amazing experience for your candidates. Make sure candidates can search your open jobs using terms like “marketing associate” or “web developer.”
The third phase of the attraction stage is “application.” Enabling mobile first application is a simple-just focus on designing interactive search results. Make it easy for your candidate to apply for jobs directly from their search result by enabling single button to apply. Have your developers source the resume from your candidates account profile. If you follow these three guidelines you'll have the basics of your attraction stage down pat.
What To Expect After Going Mobile:
By now you've learned how to get buy-in from upper management, simplify your application process, and enrich your mobile experience. With 1 billion mobile job searches happening each month by Americans - optimizing your application for mobile first should start giving you results quickly. As you continue to integrate mobile into your recruiting strategy you'll notice an increased yield of highly qualified passive job seekers - exactly the type of employee who's going to help grow your business.