How Online Recruitment Fails the Mobility Test

 
 
Posted 05-28-2015 Email
 
 
 
 
 
 
 
 
 
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    How Online Recruitment Fails the Mobility Test
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    How Online Recruitment Fails the Mobility Test

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    The Web Design Isn't Responsive
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    The Web Design Isn't Responsive

    The mobile recruitment experience must amount to more than simply an extension of the desktop one. Without responsive Web design, for instance, job seekers will abandon an app if they constantly have to "zoom" in and out.
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    Everything Takes Too Long
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    Everything Takes Too Long

    Mobile users won't type out the same sort of extensive responses that they would on a desktop. By creating an experience that's mini-keyboard friendly, organizations increase their application response conversion rate.
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    Requisitions Aren't Optimized for SEO
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    Requisitions Aren't Optimized for SEO

    Google now uses mobile-friendliness as a ranking signal. If companies fail to optimize this aspect of their recruitment presence, candidates won't find their openings on the results page.
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    Response Options Are Too Limited
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    Response Options Are Too Limited

    Some sites don't even allow for application submissions via mobile devices, forcing job seekers to enter their emails and apply later when they're on a standard computer–which reduces the chances they'll complete the process.
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    The Application Process Doesn't Flow to Social Media
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    The Application Process Doesn't Flow to Social Media

    Position prospects post their digital resumes on LinkedIn, so online applications must connect directly to the social network. This way, mobile candidates won't need to type out resume information.
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    The 'Upload Resume' Button Doesn't Work on Mobile
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    The 'Upload Resume' Button Doesn't Work on Mobile

    Think of how frustrated users get when they go through an entire application only to get an error message when they attempt to upload their resume. Today's talent expects to be able to do so from their device's Dropbox or Google Drive apps.
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    There Are Too Many Questions on Every Page
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    There Are Too Many Questions on Every Page

    You can't expect candidates to fill out 20 or 30 fields on a single page. They'll conclude that they're not making enough progress, and seek employment elsewhere.
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    The Search Function Isn't Predictive Enough
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    The Search Function Isn't Predictive Enough

    Would-be employees expect career sites to command Amazon-like capabilities, enabling them to search through positions, see suggested searches and readily narrow down to a short list of opportunities.
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    There's a Failure to Tap Into a Device's Native Functionality
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    There's a Failure to Tap Into a Device's Native Functionality

    Career sites should know where an applicant is, for example, so search results favor listings based in geographic areas which are close by.
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    There's No Finish-Later Option
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    There's No Finish-Later Option

    Allow users to return and finish an application at a later time, because they're likely to need to take a call or reply to a text while filling out information. Let them create a profile they can save as they go along.
 

This is no time to be cavalier about recruiting tech talent: The IT unemployment rate has sunk to 2.3% –the lowest since the second quarter of 2008. There are an estimated 500,000 tech positions that remain unfilled, so much that the Obama administration has launched the $100 million TechHire Initiative to address the situation. Given the stakes, it's essential for CIOs to create an appealing presence within the mobile space, as four out of five job seekers now expect to be able to do at least part of their employment search from a smartphone. Meanwhile, more than two-thirds will leave an employment-focused Website if it's not optimized for mobile. To lend insights about how organizations are falling short here, Jibe has come up with the following list of ways that online recruitment loses mobile job seekers. They address topics such as user navigation/friendliness, social media connectivity and predictive analytics. What's critical is recognizing that the mobile experience is highly unique. Thus, employers must accommodate users on their devices with efforts that extend far beyond those intended for candidates on traditional computers. "When it comes to careers sites, most companies have not kept pace with users' rising digital expectations," said Ivan Casanova, senior vice president of marketing and product at Jibe. "This is particularly true in the realm of candidate experience on mobile devices. Today, it's simply not an option to deliver anything less than a consumer-quality experience for job seekers at every touch point." Jibe is a cloud-based recruiting technology company.

 
 
 
 
 

 
 
 
 
 
 

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