In many ways, mobile devices are the new frontier of talent acquisition and application processes. More and more candidates are relying on their mobile devices to uncover new job opportunities, search for positions from anytime and anywhere, and keep in constant communication with their networks about any opportunities that can come their way.
But, much like any new frontier, with so much prospect also comes so many questions and uncertainties. With mobile devices, you may feel torn between “we need to be optimized and meet our candidates on mobile platforms!” while simultaneously feeling “this is cumbersome and doesn’t address the necessities of the job, and we shouldn’t be investing in it.”
If you’re feeling this duality you’re not alone; many companies feel the same way. It’s challenging because yes, you want to meet your candidates with their demands for mobile optimization on all steps of the application process, and on the other hand there’s a lot of hesitation. And there are plenty of reasons to be hesitant: one of these reasons comes from the myth that the idea that “anytime, anywhere” is always a good thing.
Mobile devices are an important part of our everyday lives, and it makes sense that your candidates would want the option to use them when they fill out hiring assessments, applications, or take job simulations. The belief is that the candidate will have more access to your applications, thus making it more convenient and easier on them. In theory, this should increase the number of candidates you’ll get, as well as boost the excitement about the application process.
Sadly, the benefits of searching for jobs from anywhere doesn’t hold true when applying to jobs anywhere. There are plenty of concerns that aren’t realized by candidates in their desire to use their mobile devices more. These include:
- Connectivity: What good is a mobile application if a candidate loses cell service or signal?
- Disruption: The idea that a candidate can take an assessment or fill out an application anywhere doesn’t mean he or she should. There are plenty of distractions out in the world, and for something important like a job application or hiring assessment, a candidate may be better served taking it somewhere where they can focus, where they're not distracted by outside stimulus.
- Quality: Goes in line with the previous point, but it should be noted that when a candidate uses a smaller, often touch-screen styled device, they’re running risks that they may fill out the assessment wrong or the application incorrectly. That makes the process that much harder and frustrating on everyone.
- Simulation: The point of simulations is to simulate the job - as well as the environment. What good is a job simulation on a mobile device if they’re not going to be using a mobile device for their job?
These are all good arguments to consider your application processes and decide if mobile hiring processes is something you actually want, or something your candidates want you to want. The future is rapidly headed to a mobile platform, but for the time being the idea that mobile is better in every way becomes rather moot.
Whether or not you're considering using mobile technology in your hiring process, your talent acquisition is critical. For more information on talent acquisition, download this e-book about talent acquisition commandments for every mass hiring team below.
Topics: Talent Selection Ideas