Mobile Applications

Mobile usage around the world continues to grow at a steady rate. In North America the annual rate is estimated at around 5% over the last few years, while of course it's even higher in some developing countries.  This growth affects the recruiting industry as much or more than any other area.

Anyone who wants to reach and engage this growing channel must create a positive mobile job search experience. Employers and recruiters are no exception to this rule.

Some relevant statistics:

  • On May 5, 2015 Google announced that Google searches done on smartphones now exceeds those searches done on desktop.

  • Seven out of 10 job seekers already use mobile technology to search for jobs. What’s more, 32% of job seekers have already used a mobile device to apply for a job, while 86% would do so if there was an easy way. (source: SimplyHired)

  • 47% of all visitors to job postings supplied to Indeed from TAM are mobile. (source: Indeed)

  • Since January 1 (2015) views of the TAM job pages across all clients broke down to 86% desktop, 10% phone and 3% tablet.  Of those visitors coming from Indeed to TAM the numbers are 83% desktop, 1% tablet and 15% phone.

  • Although it’s clear that the mobile job search is here to stay, just 13% of employers have mobile-friendly career sites, and only 2% of Fortune 500 companies create job applications with mobile users in mind. (source: Forbes)

 

(Check out our recommendations for improving your mobile applications at the bottom of this page.)

 

Here's what we have done and are continuing to do at The Applicant Manager to ensure the mobile experience for job applicants is a welcoming one.  

  • As of our May 10, 2015 release we redesigned all external TAM pages to follow responsive web design techniques.  The external TAM pages are those which can be accessed by an applicant, which includes your Careers/Open Positions page if hosted by TAM, the Job page where the applicant applies, EEO page, and the employment application pages (if you use those).  A responsive web page is one which can detect and respond to the screen size of the device accessing the web page.  What this means is that when applicants visit your TAM pages they will be able to view and search your content more easily, as well as apply to your positions more easily.

 

Example desktop Careers page

                                                                        Example phone Careers page

 

Example desktop Job page      Example phone Job page

 

  • TAM supports Dropbox and Google Drive as alternative ways for applicants to attach documents when applying.  When on a mobile device one problem the applicant faces is how to attach their resume.  Very few applicants are savvy enough to store a copy of their resume on their phone, but cloud storage services solve this problem.  We added Dropbox and Google Drive as they are two of the most popular cloud storage tools, and as more applicants make use of these tools it will allow them to apply more readily on their phones.

  • We have slightly reworked the Apply with LinkedIn feature.  The button is now labeled "Sign in with LinkedIn" to reduce confusion from some applicants that this was a one-click apply.  This feature will continue to let applicants pre-fill the Apply form and use their LinkedIn profile as their resume, if they so desire.  In addition TAM will now capture their LinkedIn profile url and place it on the applicant's page for your easy reference.  More details can be found here:  SignIn-with-LinkedIn

 

  • The Indeed Apply feature has been changed.  Placing this button on the Job page did not provide any additional functionality, so we have removed it.  Instead, when TAM feeds your jobs to Indeed, if you have selected this option on the pre-screening forms, TAM will enable the Indeed Apply feature in the jobs feed.  This will enable applicants to apply directly on the Indeed site.  More details can be found here:  Apply-Now-via-Indeed

 

  • We have added a "Apply Later" button to the Job page for mobile devices.  This will allow applicants who don't have the time or means to apply immediately to have TAM send them an email with the url to the Job page, so that they can apply at a later date.

 

Recommendations

Based on the experience of us here at The Applicant Manager as well as experienced recruiters at our parent company, The HR Manager, we've come up with the following recommendations to optimize your recruiting effectiveness in the mobile space.

  • Put some real thought into what your application process is like.  How well does that process lend itself to an applicant on a smart phone?
  • Do you really want to make it as easy as possible for applicants?  Will this help you find the ideal candidate or just waste more of your time?  There are different schools of thought on this.  Some recruiters want to grab as many applicants as possible, using a few pre-screening questions or other methods to weed out the unqualified candidates.  Others believe that "opening the floodgates" just increases the number of unqualified, short-attention span job seekers.  So, they would rather make the applicants work a little to apply.  What method will help you find the best qualified applicants?
  • Test your application process on a smart phone.  Apply as if you're an applicant and walk through the entire process.  Put yourself in the applicant's shoes and think about whether the process is reasonable or simply too tedious.
  • Better yet, get one of your employees to fake-apply.  If you hire a lot of truck drivers ask one of your drivers to apply and get his/her feedback.  Same if it's engineers/massage therapists/retail clerks/sales persons/laborers or whatever.  Get their inputs.
  • Consider shortening your job postings.  We see many job postings where the recruiter has simply pasted a long, formal job description into the job posting field.  Some applicants see this as representative of a stuffy, red-tape oriented organization.  Use the job posting to state the highlights of the position.  And above all, use the posting to "Sell" the applicant on why they should apply.
  • Don't go overboard on the pre-screening form.  Don't ask for information that's not going to help you decide who to screen out.
  • Don't ask every applicant to complete a full employment application when they apply unless it's really needed.  TAM allows you to send out requests at a later date once you've "hooked" the applicant.