The Future of Work: 10 Statistics You Should Know to Be Successful in 2025
Danielle Meakin - 6 Comments - 29 Sep 2019

The fourth industrial revolution is finally underway. With innovations continually being introduced to the public, the way we handle tasks and go about our daily endeavours will once again transform.

Technology is evolving at a tremendous pace, and signs indicate that the advancement isn’t going to slow down any time soon. Similar to how people during the 1700s adopted the steam engine, modern-day companies are utilizing the latest tech to drive their business forward. But, even though these advancements have made things more convenient, they also come with their own set of challenges.

Both first world and developing countries will have to face the tests that this revolution brings. Certain jobs will become obsolete, and skills recruiters should find in a candidate will change. As artificial intelligence, robotics, and other innovations continue to impact business across various industries, socio-economic transformations are bound to occur.

To successfully adapt to this revolution, you’ll need to understand how it will impact your career. If you’re a job seeker, you must improve your skillset to increase your employability. In case you’re a hiring manager, you’ll need to align your recruitment strategy with the movement of other organisations.

Being informed about the trends of today will allow you to make excellent career decisions in the years to come. Check the infographic below to take a look at the future of work.

The Future of Work


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Jomel Alos

Jomel Alos is a Consultant at Guthrie-Jensen Training Consultant, a management training and consultancy firm in the Philippines. He enjoys sharing his knowledge of human resource solutions, as well as helping businesses achieve greater growth, competitiveness, and profitability.

Now is the time for recruiters to overcome mobile tech challenges to satisfy candidate demand
Danielle Meakin - 6 Comments - 29 Sep 2019

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 early warning signs

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.


Common Complaints of Mobile Job Hunting

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:

  • The navigation tool is hidden or too small
  • Images do not adjust to the size of the phone – they may be too large or too small
  • The page takes a long time to load, especially when not connected to Wi-Fi
  • The text size appears too large or too small
  • Links do not work
  • Contact information – phone numbers or email addresses – are not hyperlinked so are not functional when clicked
  • Forms are difficult to complete

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:

  • Not being able to upload my CV – 25%
  • The size of the text – 8%
  • Not being able to apply directly – 3%
  • Not having Wi-Fi – 1%




The Consequences of Inadequate Technology

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.


Gen Z talent

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.


How to improve

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 size of the text
  • The ability to upload a CV and cover letter
  • The ability to save an online application process.

The second step is to implement changes to address the issues you have found. These could include:

  • Make information easier to find
  • Hyperlink contact information
  • Make sure button sizes are large
  • Ensure image file sizes are compressed
  • Don’t use Flash.

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.


The future

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.

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Jo Sellick

Jo Sellick is the Managing Director of professional services recruitment specialist Sellick Partnership.

What is Talent Mobility?.
Danielle Meakin - 6 Comments - 29 Sep 2019

If you haven’t already come across this subject, then prepare yourself for a new recruitment phrase to enter day to day language of recruiters. Talent mobility, is I predict, about to become a new buzzword with talent retention and HR types.

So what is it and how can an employer use it to its best effect.

With the advent of talent management technology, it is becoming increasingly possible to use Talent Mobility as a way to track and therefore identify candidates from within the existing workplace to fill roles with higher levels of responsibility, more efficiently and faster than ever before.

The ability to monitor the talent within their own workforce now allows employers to benefit fully from the talent readily available within their own staff base, this can be used to identify employees that need to be and should be promoted to higher levels of responsibility.

This is a good thing for the company, as it avoids the need to recruit outside talent to fill the role, and is even better news for a worker, as generally an increased level of responsibility within the new role would come with more recognition, more benefits and higher pay.


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Talent mobility is one of those new and not yet popular areas of recruitment within our industry however it is a key topic that should be given more consideration as we move forward into a more technologically advanced future.

Recent studies have shown that 30% or more of all employees in the workforce actively request their company does more to develop them within their workplace, however, studies also show that these same employees do not always have a high level of confidence in their employers’ available development programs. This is an area that professional and forward thinking organisations are going to have to address in the very near future if they wish to benefit from and have an impact on talent mobility.

With the rise of management tools given by a technological revolution within our industry talent mobility will increasingly be used as a monitoring tool.

Employers will in the near future be able to collect data in order to give them a clearer view of the skills and expertise available to them within their own workforce, specific talent mobility software will shortly be an incredibly powerful tool in the search for candidates to fill roles within their current workforce.

Talent mobility will allow employers and employees to design a career path which is almost bespoke for both parties and importantly for the benefit of both parties. The net result will ultimately be more job satisfaction for the employee and crucially higher productivity for the employer, this is a win win situation brought about and finely tuned by the invention and creation of more and more sophisticated targeted software.

A clear example of an individual benefiting from talent mobility software would be the individual who has a desire to move to a more senior position. The technology can show and identify any key missing skills that would be required before the promotion could take place and this would be a priceless tool for the individual and from the employers point of you it would mean that their worker would accept the missing elements and strive to improve themselves for both parties benefit, once again this is a win-win situation.

Any company that does not take full advantage of the available technological advances taking place in and around the recruitment industry should be aware that they could fall behind in their recruitment practices and lose immeasurable benefit that is waiting for them right there in their own ranks.


About the author


Mike Molloy, is an experienced freelance professional writer & Author

He regularly writes blog content for Smart Recruit on a variety of topics including Recruitment and HR related subjects.




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.

Book a demo'
Mike Molloy

Mike Molloy, is an experienced freelance professional writer & Author He regularly writes blog content for Smart Recruit on a variety of topics including Recruitment and HR related subjects.

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