So everyone’s talking about mobile this and mobile that and the truth is that mobile usage to access the internet has nearly trebled in the last 3 years. In 2009 8.9 million UK people used their mobile to access internet services, by 2011 this had risen to 17.6 million, accounting for a whopping 45% of UK internet access. (source Office for National Statistics, August 2011)
The impact of this surge in mobile internet usage is being felt across all industries, with e-commerce sites at the forefront. However there has also been a huge impact on mobile recruiting.
Mobile recruiting can really be split in to two areas, recruiter benefit and candidate benefit. As technology improves proactive recruiters are having they’re prayers answered with mobile apps and mobile optimised recruitment tools that truly allow them to recruit on the go. I really see this as being the major growth area as many recruitment technology vendors turn their attention to supporting these access methods (as a side not, its going to be interesting to see how this works as many providers still fail to support a cross section of browsers). Recruiters are also going to see the benefits of utilising other methods such as QR codes allowing for some really exciting source and tagging opportunities.
The candidates experience is also going to be greatly enhanced. While allowing for candidates to search for and review jobs online, we will also see an increase in online applications, mainly due to integrations with social sites that already have our details, linkedin, facebook etc.
Despite this all being in its infancy no one can ignore the market need. 2012 should see some great examples of mobile recruiting and hopefully some defined best practices. More to come!
Recently I have seen so many posts regarding how applicant tracking systems deal with peoples ‘Resumes’. There are a lot of discussions which are advising applicants that an ATS system reads your resume and makes a decision on your qualifications etc, leading the applicants that are reading these posts to believe that they may be getting screened out automatically i.e. without human intervention.
I totally understand that automated screening can play a part in online applications, but this is achieved by using screening questions i.e. ‘Do you have the following qualifications’ rather that a system reading your CV or Resume. In 12 years in rec technology im yet to see a system that makes a decision on a recruiters behalf based on cv and resume scan (yes I know they can parse out key words for searching later, but this isnt really the point here)
I cant think of an organisation that would want their recruitment technology to do this, even with bulk application roles as these can easily be ranked by core screening questions. Not to mention the gaping compliance issue of having a computer program making a resume assessment.
So candidates, my best advise is to ensure your CV / Resume is up to date, includes relevant information, skills and qualifications and then relax about this application scaremongering – Applicant tracking systems are really there to assist the recruiter, not do their job!
Over the last few weeks ive been organising bookmarks and reviewing some recent and older posts. I thought id compile a few of my favourites:
“As a passive, zero-percent control strategy, you simply cannot control who responds – unqualified, under qualified, over qualified, out of area, etc.”
“The dominance of the mobile device has been a trend barreling toward us with considerable speed for some time… Among the Fortune 100, only one allows you to actually apply from a mobile device. That one is Raytheon…”
“79% of candidates who apply for a position expect that there will be some sort of feedback, but only 19% of the top 100 companies to work for let the mystery candidate know they were not going to get the job”
“There are been several developments lately that make me wonder if the ATS will soon be on life support”
“Trade-show goers are often with their bosses, and not able to talk jobs. Using Avature, adidas built a portal to capture some of these passive candidates.”
“83% of fully employed members classified themselves as passive candidates. The process for finding, recruiting, and hiring passive candidates is fundamentally different from the one used for active candidates. If hiring great people is important to your company’s success, the process used to recruit passive candidates should become your company’s default method, not the exception.”