Mobile phone technology has evolved at an incredible speed over the past 10 years and recruitment is just one sector that has taken advantage of the flexibility and convenience mobile devices have to offer.
In our 2019 survey, which investigated the relationship between mobile technology and job hunting today, we discovered that 74.7% now use their phone to look for a job, compared to just 32.4% when we ran the same survey in 2014.
A 42.3% increase in just five years demonstrates just how embedded mobile devices have become in the recruitment process for candidates.
Yet, as we step into 2020, there are warning signs that it is time to step back and reassess whether the systems and technologies we use as a sector are fit for purpose going into a brand new decade.
The warning sign is that while our survey showed exponential growth in the use of phones to look for a job. It also uncovered a small but significant discrepancy. Just 59.4% of survey respondents stated that ‘yes’ they would consider applying for a job directly via their mobile phone.
This 15.3% gap may not seem like a large number, yet it highlights a key area that many recruiters are failing to consider when trying to attract candidates: if the majority of candidates use their phone to look for jobs, then the mobile version of your recruitment platform had better offer a good user experience.
This clearly isn’t the case, as industry data suggests only 33% of job applications take place via a mobile phone. Where a client directs an applicant that is on a mobile device through to an application form or pre-screening page, there is typically a 60-80% drop-off.
So a desire to apply via mobile is one thing, but in practice, the picture is very different.
When asked what are the biggest limitations of job hunting on a mobile phone, the most popular complaint from our survey participants (29.8%) was, ‘The websites I use aren’t optimised for mobile devices’.
But what does this mean?
Poor mobile optimisation can cover many things that users find inconvenient, frustrating or confusing when looking at a website on their phone. For example:
If your website suffers from any of these issues when used on a phone, then your website is not mobile-optimised.
The other complaints our respondents had were:
A poorly-optimised website can lead to serious consequences. If a candidate grows frustrated with an online job application, they will simply stop and abandon the process altogether. While some may pick up the application at a later date on a desktop computer, recruiters must be aware that many will not.
This means that not only may it take longer to fill a job vacancy, but companies stand to miss out on securing the very best talent available. Additionally, an unwieldy website can give a poor first impression, which may also drive candidates away and into the arms of your competitors.
The age demographic at most risk of being turned off by non-mobile-friendly recruitment platforms is Gen Z. These 18-24 year olds are the most tech-savvy, with a huge 92.5% of those we surveyed stating that they look for jobs on their phones. The proportion of Gen Z who would actually apply for a job on their phone is 72.5%. While both of these statistics are higher than the national average, the discrepancy between these two figures is also much higher: 20%.
This is a dramatic shift in how younger candidates use technology as part of their job hunting. When the same survey was run five years ago, just 38% of 18-24 year olds used their phones to search for a job.
Losing a fifth of candidates is a considerable amount. Demonstrating that businesses must immediately assess their mobile offering if they are to meet the demands of the next generation of up-and-coming talent.
If mobile is to become a more attractive and seamless platform for those who want to apply for jobs, as opposed to just searching for jobs, then there are several steps a recruitment platform or business that handles recruitment can take.
The first step is to conduct a thorough review. Go through the application process yourself as though you were a candidate, and note down any issues you spot. These issues could be how long the page takes to load or appear on your screen. A lag time of three seconds or more could be enough to turn away a candidate.
Other things include
The second step is to implement changes to address the issues you have found. These could include:
You may need to speak to your web manager or external website developer to discover how these actions can be introduced. Alternatively, if you are a company that conducts its recruiting in-house, you may wish to seek out an external recruitment agency that already has a mobile-friendly platform.
Considering the advances of the last 10 years, it’s clear that the next 10 years will also see massive jumps in the development of mobile technology. Meaning the desire of candidates to use them for a larger proportion of the job-hunting process will increase. Recruitment agencies and recruiting companies alike must keep pace with these developments.
We are now at a critical time in the sector. The past few years have seen disruption to the industry due to uncertainty over Brexit, which means candidates and recruiters alike have to be ever more savvy, discerning and smart if they are to stand out.
Now is the time for some serious creative thought about how we can overcome the constraints of current mobile technology. While providing an experience that growing numbers of candidates are starting to expect as standard.
About Jo Sellick
Jo Sellick is the Managing Director of professional services recruitment specialist Sellick Partnership. Since forming in 2002, Sellick Partnership has gone from strength to strength as one of the most respected specialist recruitment agencies in the UK. In 2017 the business celebrated 15 years since Jo set up the firm with just a laptop and mobile phone. Now the business employs over 100 staff, has seven offices nationwide and has an annual turnover of over £48 million. Sellick Partnership works across a range of disciplines including Finance & Accountancy, Legal, HR, Housing & Property Services, Actuarial, Procurement, Wealth & Investment Management and Change & Transformation.
Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.
To book a demo with us and learn more about how our technology can transform your recruiting process, click here.
Is the traditional CV now dead? by Mark Stephens.
An article that I read this morning encouraged me to share a few thoughts and insights on this topic.
Increases in attrition levels and longer bedding in periods before new hires become productive are becoming more commonplace, and can often be traced back to poor or inadequate recruitment practices.
Most of us understand that if you want to evaluate prospective candidates properly, then you will need to dig far deeper than the traditional CV.
You will also need to go beyond a telephone interview, and if you want your onsite face to face meeting to be effective, then you will need to do a lot more ahead of that interview, to evaluate the prospective employee that you are meeting with.
Few people will argue against the opinion that a CV is a one-dimensional document, that I like to think of as a business card, but rarely, if ever, will a CV tell you everything that you need to know about someone, before hiring them.
And yet more than 50% of hires in the UK ever go much beyond the CV, before moving onto a telephone interview and then to a face to face meeting.
Deloitte, in its 2019 Global Human Capital Trends Survey, showed over 70% of employers cited recruitment as a critical business issue, and if you go back a few years to the last CIPD survey of over 1000 business owners, over 90% stated that the recruitment of staff was the most critical issue influencing effective growth within the organisation.
So it is slightly disturbing that so many recruiting businesses, fail to apply the right level of due diligence.
Recent surveys indicate that current national attrition rates are massively up and are, of course being affected by the current record low unemployment rates we are experiencing, but there is also a lot of evidence to prove that there is a direct correlation between employment longevity & new hire productivity, and the quality of due diligence performed during the applicant screening process.
Here is a selection of the most common forms of due diligence that can be delivered as part of your assessment process:
– Industry and Job Knowledge Tests
– Competency-Based Assessments
– Skills Assessments
– Gamification or Task Orientated Tests
– Cognitive Ability Tests
– Critical Thinking Test
– Creative Thinking and Problem-Solving
– Numerical Reasoning
– Aptitude Tests
– Cultural Alignment Profiling
– Behavioural Alignment Profiling
– Emotional Intelligence
– Team Fit
– Personality Profiling
– Presentation and Communication Profiling
– Background and Reference Checks
In reality, it is impossible to consider running too many of these tasks, which is why consideration needs to be given on a per role basis as to what due diligence is most appropriate to the position being recruited for, in order to provide an effective holistic assessment of the prospective employee.
The traditional CV should at best form part of a well thought out set of screening tasks and references that contribute towards the interview selection process.
Better screening can also remove the need for multiple on-site interviews, which, in my experience are often costly and unnecessary.
Decisions at face to face meetings are also often heavily driven by gut feelings, so it makes sense to do the formal groundwork before-hand.
By adopting a good talent attraction and recruitment management system as the centrepiece to your recruitment strategy, will also contribute towards applying better practices as it makes it easier and more effective to issue and draw conclusions that assist in making the best hiring decisions.
More about the author
Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.
His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.
Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.
We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions.
To find out what we can to for your recruitment strategy, book a demo by clicking here.