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RecruiterGuy

The ramblings of a social recruiting change addict.

Mobile Job Seekers follow this blog post

posted by on Feb. 9, 2010


So let's talk mobile applications for employment. Why? Well quite simply because I'm tired of hearing people say that job seekers aren't ready to apply for jobs via their mobile. And I think I'm to the point where I just have to call it out and say, "that's crap." If done right, I can't think of a single reason a job seeker wouldn't want to submit interest for a job via their mobile device. After all, we're being honest and talking about what the job seeker wants and not the limitation of a system or the unwillingness or inability to accommodate this by the employer or a vendor... right?

Let's talk about just a few of the bigger and more obvious challenges... No one wants to build a resume on their mobile; The vast majority of people don't have the ability to upload/carry documents (resumes) on their mobile; Many ATS or job boards just aren't mobile friendly. These are valid for sure. But for well over a year now I've had a solution swimming around in my head - and I think it's time that I let it out and touched lightly on how, in a perfect world, these might be addressed.

Let me walk you through how I see it working - and then I hope you'll weigh in.
In the spirit of staying mobile let's start with a mobile app that I'm pretty friendly with and enjoy using - and that frankly is ideal for this article. The LinkedIn application for the iPhone is terrific. The app ties together many of the features we see on the LinkedIn website such as Inbox, Updates, Connections, Invitations, Discussion Boards and yes - now even themes for us to pick our favorite colors from. Of course the reason the application is so popular is because everything we see within the app is tied to our online account.


So I don't think I'm off-base or out of this world when I say that I'd gladly trade the "Themes" button for a "Jobs" button. (No offence, LinkedIn - you guys know I love ya'.) A button that would show me a few jobs that LinkedIn thinks I might be interested in just like the website does now.

Heck, maybe someone would get a little crazy and provide a field that would let me search for basic keywords or browse the latest openings. After all - the application is web-based, not static content in the phone. Pulling job listings should be no more difficult than pulling the latest discussions or content from my Inbox. (Do I really need to reference an employment application that already pulls job listings right from an ATS via XML?)

If you've ever applied for a job on LinkedIn you know that it typically consists of 2 pages. The first asks for a cover letter, contact information and the option to upload a resume while the second page is your chance to review your submission and send it on its way. So here is where it's fun...
This is LinkedIn, folks - for the most part our work history is our profile - and if we're job hunting it's going to ideally be pretty current and detailed. So in most instances a job seeker would have no need to upload an additional resume or could at least have the option to let their profile speak for itself.

This transaction would be no more complicated than taking an online survey, submitting an email, or taking part in a discussion board. And if we're keeping this thought stream completely honest I think we can admit that it certainly doesn't have to be limited to LinkedIn. Major boards could pull off the same thing with a bit of a massage to the process here and there. In fact, as sexy as a mobile application can make certain activity seem we should keep in mind that many times we're simply talking about a skinned and branded browser letting us do 'stuff' on the web.

So think about it:

  • Online profiles/resumes created/uploaded from PC's can include cover letters
  • Job boards and Applicant Tracking Systems provide mobile friendly lists of jobs
  • Job seekers simply "login" and "opt-in" for consideration
  • All user profile/resume data is tied to the "requisition" based on the users profile

I know what you're thinking... Hey, what about pre-screen questions?Let's be honest... For the most part, if you've more than 6-8 questions so specific to a job posting that they aren't handled in a basic profile creation process then you're likely suffering from poorly written job descriptions or a pathetic attempt to "test" where you should be screening.

Need to test them? Pull them in or send them a link to a real online testing process - but don't bastardize an application process by adding sloppy form to the equation. This topic came up because at a social event last week I was constantly told that job seekers just aren't ready to apply for jobs via their mobile devices or that the technology just isn't ready.

So here I am, folks... standing by my opinion that it isn't the job seekers that aren't ready, but rather vendors that don't see a big enough profit to really dig in and make it a reality just yet. I'm not saying this is wrong - but let's call it like it is and stop blaming job seekers as the entire reason this isn't happening.

Can you really tell me that if you had the option, that you wouldn't suffer through a few clicks and a short online survey to nominate for a job that interested you (while at lunch, your commuter ride, between meetings, etc.)?

Yeah... me either.

Originally posted on RecruiterGuy.net

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16 comments

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  • 1 point 34 days ago

    @ChrisHoyt, fantastic post! ...a topic (as you well know) is a real passion of mine.  With all the advances in mobile media & technology, the possibilities are pretty endless.  The scenario you presented is not far-fetched at all.  I think you summed it up pretty well with your comment:

    "Mobile's not the future... it's the un-tapped now". 

    I couldn't agree more. 


    @MikeGaylen

    "Candidates are ready. Employers will be slow to embrace it. But it will happen." 

    i agree 100%. 

    i always enjoy hearing your insight....practical wisdom from someone with "hands-on" experience building mobile solutions.  one thing is certain:  there's still so much to learn and understand as it relates to how mobile intersects with recruiting.  OFCCP is certainly a huge consideration as we become more sophisticated in our usage of mobile media.  I'm not sure if anyone has it completely figured out yet.  We're still at the tip of the iceberg with this topic and I look forward to hearing additional insight from other OFCCP experts in our industry.

     

  • 1 point 35 days ago

    There is no doubt that the candidates are ready. The technology exists for job boards to text job matches and for candidates to reply "yes" and have their resumes emailed to employers.

  • 1 point 35 days ago

    Very nice post, Chris!  And the discussion points from Steve serve as nice "caution" signs for those interested in moving toward a solution for mobile job seekers.

    It's oftentimes a bummer being on the leading edge of "what's shakin" with regard to recruitment.  It's like being all dressed up with no place to go.  To me, this is the next logical step - it's a no-brainer.  And I also believe jobseekers are ready (and that's enough for me).  As long as we can find the "right ways" to manage the guidelines, we have to keep moving forward to that which we know is inevitable.

    And there's no question - it is inevitable.

  • 1 point 34 days ago

    Thanks, Dennis.

  • 1 point 35 days ago

    Interesting thread - both Chris & Steven have valid points. Technology is an enabler and we all gravitate towards technology that enriches our lives in some way, shape or form. Employers need to understand the habits of prospective employees which evolve with new technologies.

    In the early 90s, there were only 25 million people on the Internet. Employers thought it was just something that was used by educational institutions and the military. Job boards emerged at a time when most employers didn't have an inkling of a career site, let alone an official corporate site.

    This created opportunity for job boards as a way for employers to connect with job seekers. They eventually evolved from a simple list of jobs with a snail mail call-to-action into more of an application process. The applicant tracking systems initially slapped a web front-end on their lengthy application process which was originally designed to be an administrative data capture mechanism.

    Of course, we've seen how the Internet has evolved over the past 15 years. Technology is an enabler - and we've witnessed it change the dynamics of recruiting interactions significantly. Candidates expect information in real-time. Interactions have more context based on relationships. At the same time, regulations have put requirements on employers to ensure fair hiring practices.

    Mobile is a tremendous opportunity for recruiting. There are over 270 million mobile subscribers in the US alone (remember, back when Monster was a bulletin board at MIT, there were only 25 million people on the Internet). People (candidates) always have their mobile devices with them. They are used to getting information when they want it.

    This presents a great recruiting opportunity for employers. But we all know recruiting isn't an "all or nothing" proposition. Why leap to an attempt to automate the entire application process on a mobile phone? Mobile is a great way to engage prospective candidates. Use it as a sourcing tool, not a screening or evaluation tool.

    If a 20 year old college student is standing in line to buy a cappuccino, why not let them know you're hiring with flyer/sign/banner and give them an instant call-to-action to learn more? SMS/text has surpassed voice utilization with mobile subscribers - give them the ability to send a simple text to receive an automated response with more information.

    In 140 characters, you can describe the types of positions open at THAT location. The hourly pay and a link to apply. If they are interested, they can apply when they have more time at home. Or, give them an option to contact a hiring manager to follow up if they'd like. Or if it's a mother picking up coffee, she now has a quick way to get this information to her son or daughter sitting at home (directly to their phone - which they are likely to have with them).

    How many prospective candidates (or referrers) stand in that line every day? How many of those candidates would track down a manager to ask those simple questions? How many more would inquire if they could do it in a matter of seconds on their phones without having to track down a manager?

    Use mobile to take advantage of the "time and place" relevancy. Give candidates information when they want it, where they want it. Understand that the recruiting relationship isn't a one step process. Use technology effectively for each step in building a relationship. Screening and evaluation can come later in the process with all of the appropriate controls in place to ensure fair hiring practices (per Steve's comment regarding OFCCP). Many applicant tracking systems are great at compliance. Some are great at candidate relationship facilitation. Few are good at both. Fewer take it beyond with emerging technologies like mobile.

    So - I agree with Chris. Candidates are ready. Employers will be slow to embrace it. But it will happen.

    I also agree with Steven. Not because of a simple fear of non-compliance, but because screening and evaluation need to come later in the recruiting process.

    Technology is an enabler. Recruiting professionals ultimately make the magic happen. When recruiting professionals use technology to its fullest, that's when things get interesting.

  • 1 point 35 days ago

    Great ideas, Chris, but they don't really work for organizations which are federal government contractors and that means virtually any organizations of any size. The OFCCP regulations that came out a couple of years ago have caused many medium and virtually all large organizations to require all applications to be at the employer's web site. Those sites, as you've identified, are not candidate friendly.

    With those larger organizations, you can't apply to a job by going to LinkedIn or any job board and clicking the apply button and having LinkedIn or the job board send your pre-loaded resume to the employer because the employer will refuse to consider it. If they consider your emailed resume (that's how it would be delivered by LinkedIn or the job board) then there is a good argument that they're not treating you the same as candidates who applied at the employer's web site and that can be an OFCCP violation.

    Some recruiters even at these large organizations shrug and say that's crazy so they keep accepting emailed resumes. Wait until they're audited. The presumption is that the employer is guilty of discriminatory recruiting practices and it is up to the employer to prove that it is not. Yes, that's crazy, but that's the way it is and some very large employers have been paying some very large fines because they didn't believe that Uncle Sam would actually follow the letter of the law. They were wrong.

  • 1 point 35 days ago

    I'm not sure I defined any websites as not being "candidate" friendly but rather as not being mobile friendly.

    I think you bring up a good talking point in regards to the OFCCP - so let's talk a few things through first and I really hope some OFCCP experts will chime in here...

    By your rationale and statement above are you saying that any employers that are fed gov contractors that are accepting applicants via job boards like Monster.com or CareerBuilder.com are in violation of OFCCP requirements?

    I'd like us to get on the same ground before going forward.

  • 1 point 35 days ago

    Sorry for using "candidate" instead of "mobile" when I referred to your remarks. I was thinking about a candidate using a mobile device and should have been more specific.

    I definitely don't believe that federal government contracts are in violation of OFCCP regs if they accept applicants via job boards like Monster, Careerbuilder, CollegeRecruiter.com, or even sites like LinkedIn. But that's how many have chosen to react to the regs. Whether they're correct or not isn't really the issue. It is what they are doing that matters. If they won't accept applications except at their web site for whatever reason, then they won't accept applications through a mobile device. That's really unfortunate today but likely devastating tomorrow as the labor market rebounds and more and more organizations again find themselves starved for talent.

    I get the good motives behind OFCCP. It was an effort to reduce and perhaps even eliminate illegal discrimination but like all regulations, there are unintended consequences and one of those is the great difficulty that employers are and will continue to have with sourcing candidates. It just doesn't make sense to force all candidates to apply through the employer's web site as all candidates are different and shouldn't be treated the same.

    If you want an expert opinion, reach out to Ted Daywalt of VetJobs.com. He's probably the most knowledgeable job board owner on this issue and leads the discussions for the world's only job board association: the International Association of Employment Web Sites (IAEWS). The other person to reach out to on this issue would be Peter Weddle, who is the executive director of IAEWS.

  • 1 point 35 days ago

    Whew!  You had me worried for a moment, Steven!  But I think that if this assumption holds true:

    Steven Said:
    "If they won't accept applications except at their web site for whatever reason, then they won't accept applications through a mobile device."

    Then we've a different discussion all together.  One that doesn't revolve at all around OFCCP or Recruiters ignoring regulations or companies that should be in fear of audits, eh?

    At this point I think that Ted is safe from our opinions or inquiries (at least in this thread.)

    Mike, on the other hand, has shared approximately 15 minutes of many a presentation I've done over the last year about mobile.  Thanks for chiming in, Mike!

    In summary...  It would seem to me that overall message outlined in my article still stands solid...  Whether related to our history and the relevence of change/evolution to recruiting or related to current practices that are in place out of fear or ignorance because of intent/delivery/execution - change in terms of technology and our industry can sometimes be slow (to the point of painful, even.)

    But in the case of a search to provide an elegant solution to job seekers around expressing interest in employment via mobile devices I still feel confident that none of the lag is due to the markets lack of savvy job seekers.  If the motivation were there (read: $'s) then a solution would be evident shortly - and vetted through any OFCCP smoke or fog, I guarantee it.

    I believe it will take us truly listening to job seekers and/or not just buzz in our industry.  I think it requre that we step outside a comfortable box and take a real look at bigger trends throughout the world in order to demand/invent/implement a solution that fits a current "desire" that will soon become a "need".

    But again... it ain't waitin' on job seekers to get done.

  • 1 point 35 days ago

    Great topic and one near to my brain as I have made it a point to try and learn as much as possible about mobile recruiting in 2010.    I agree that very few have really embraced the possibilities present in developing relationship and hooking candidates in real time/space.   So, who has?  Are there any case studies or companies that do mobile recruiting best?

  • 1 point 34 days ago

    Hi, Nik.

    It's good to hear you're staying on top of what's next in Recruiting.  AT&T, Hewitt and others are really seeing some traction around mobile marketing for recruitment.  But everything starts with staying current with mobile marketing as a whole rather than just in the recruiting industry.

    I'd highly recommend finding Dushinski (author of The Mobile Marketing Handbook) on Twitter, keeping updated via resources like www.mobilemarketer.com, GoogleAlerts on hot keywords around mobile, etc.

    From a recruiting perspective I'd recommend my friends Michael Marlatt of www.CloudRecruiting.net and Geoff Peterson of www.GeneralLead.com for starters.  But there are plenty of other people in our industry that are well informed on mobile for recruitment - heck, check out Mike Galyen's post in this thread!

    I'd love to connect with you here on ERE, RecruiterGuy.net, LinkedIn, Facebook etc. and follow up.

    Mobile's not the "future"... it's the un-tapped "now".

    Thanks for commenting!

  • 1 point 34 days ago

    I am familar with Peterson & Marlatt.  Good stuff there.   Dushinski & Mobile Marketer are new to me.   Righton. I'll connect up with you around the web. Thanks!

     

  • 1 point 34 days ago

    Chris, Dennis, Steven... Good to see three leaders in our space talking about such an important topic.  

    We are just beginning to explore how this can get done at my company.  We, like so many others, have sooo much to learn.  I'll be following this post closely and would love to be involved in any discussions you all (or y'all as they say in my adopted home town) have about this subject.  

    You cannot stop progress.  Like others have said before me - where there is a will there IS A WAY.

    Thanks for letting me chime in

    Mike

  • 1 point 34 days ago

    Glad to hear that WalMart is beginning to explore how it can use cell phone text messaging (sms), mobile web sites, and other mobile marketing tools to help it better connect with job seekers.

    We've been helping a number of our largest clients (and some small ones) with sms campaigns for years and I am happy to report that your efforts to move some of your resources in that direction are quite wise.

  • 0 points 34 days ago

    Hey Chris,

    I completely agree with you regarding candidates' readiness to apply via mobile devices, and incongruity of job boards, employers (ATS'?), and LinkedIn playing catch-up to provide that technology now.

    I wonder if and how resume parsing/sourcing will adapt to mobile.  It will be interesting to see what solutions will be created to translate this very data-driven role from desktop to mobile seamlessly. 

    I wanted to add, for other recruiters out there, that there are a couple solid mobile applications for recruiting available now.  AutoSearch, which looks really powerful, was profiled by both TheTalentBuzz and CloudRecruiting blogs (http://bit.ly/d5flG2), and the app for my own split recruiting platform, The Hire Syndicate was also identified by TheTalentBuzz.com among six others (http://bit.ly/mobilerecruitapps).

  • 1 point 34 days ago

    Great post Chris and a great idea for the LI app.  I totally agree about the tardiness in mobile adoption for jobs but to be honest most handsets have not really been up to the job and neither have the sites/gateways.  Esp when most of us are so close to a desk top.

    I can see it happening the way you describe via the LI app but im not sure how successful it would be beyond that.  The beauty of the LI approach you describe is its simplicity.  It makes sense and its already there.

    Unfortunately, for many candidates, a job is already only a click away and im not enamoured with making it even easier for candidates to 'spam' recruiters or employers with applications.  Its already happening - job seekers seem to take less and less interest in doing it properly.

    With the LI app, there is some control and its more integrated than a candidate squirting their cv our in CV form to all and sundry!