3 Easy Ways to Capture the Mobile “App”-licant
You may have noticed that it’s getting harder and harder to keep applicants on your career site. And while the career site is by no means dead, and the ATS remains an important way to create a database and manage your talent, your candidates are increasingly less interested in sitting at their desktops and searching for jobs, only to face a cumbersome technology that puts up more initial roadblocks than it offers paths to being hired. How can you better capture, captivate, and convert your candidates?
The answer to your problem lies in jumping on the mobile bandwagon and meeting your candidates where they are. It has been projected that, by next year, there will be more mobile devices on Earth than there are people, so there’s a good chance that your next employee is one of the 86% who is searching for a job with his or her nose buried in an iPhone or other mobile device.
So how can you optimize your careers for the mobile revolution? Here are a few suggestions:
1. Optimize Your Careers for Mobile:
There are few things more frustrating than trying to read a standard website on a four-inch screen. If your candidates can’t navigate the site now, they’ll be forced to bookmark it for later–if they remember to come back later, that is. Today’s candidate lives in a world that flies by in a series of newsfeeds and updates. The social job seeker sees your application through the lens of “get it or forget it,” and if they can’t get it now, then they probably won’t return later. Moreover, if your site is difficult to navigate (think: lots of pinching and zooming and navigating treacherously tiny links or multiple pages of forms), then the potential payoff might not seem worth the effort. While a beautifully designed website looks great on a desktop, with mobile, you want your careers displayed on a mobile career site as a single list with clear text and big buttons for ease of use.
2. Sync Your ATS with 1-Click Apply:
Besides the inconvenience of causing unnecessary squinting, if your site doesn’t allow candidates to apply directly from a mobile device, you can stop their application efforts in their tracks. That said, even if your ATS is not mobile ready, it doesn’t make sense to completely abandon or partition your talent management system in the name of reaching candidates on the go. Your solution is to capture candidate registrations on a mobile-optimized form and redirect them to your ATS. Redirection allows candidates to easily begin the job application process and sign up for email alerts from their phones and tablets, while keeping the needs of your recruiters in mind.
3. Leverage Single Sign-On:
Facebook is the number one most used mobile app in the US, and more than 680 million people use it to access the social network. However, even if your candidates discover your jobs through your career site while on their mobile devices, you can leverage the power of “single sign-on” to let them apply with Facebook. For those not acquainted with this simple (yet brilliant) tool, single sign-on allows the user to input their username and password into their device once, giving all other authorized apps the ability to access Facebook profile data in one click. This is particularly useful for mobile recruiting, because this process can eliminate the headache of having to type information on a small device–a definite predictor of application drop-off. Let your candidates quickly populate your ATS registration form with Facebook for a frictionless application experience.
If your candidates find your jobs while on the run and have to wait to apply until they are back in a desktop environment, they may not remember to come back to your site; however they’ll certainly remember you for making their experience quick, easy, and painless with mobile search and apply.
Have you begun using mobile recruiting? And, if you have, what have you noticed about your conversion rates? As always, I’m interested to hear about your experiences with implementing new technologies for social media recruiting!
This post was written by Stéphane Le Viet