The influence that mobile technology has had on the hiring process is undeniable. From job seeking, to filling out applications, and even the concept of hiring assessments being accessible on mobile platforms, there’s seemingly no end to the impact that a smartphone or tablet can make in the talent acquisition process. But internationally the significance of a mobile device takes on a different perspective.
As we’ve previously discussed, the role of mobile devices in the US have becomes a major influence in talent acquisition. With three out of every four candidates planning on using a mobile device to assist in their job seeking efforts, and more people relying on mobile devices in lieu of a computer, it was only a matter of time before a smartphone or tablet overtook the usage of a desktop for job searching. Already, many candidates are looking for ways to fill out applications entirely from their mobile device - if they’re not able to already.
Internationally, however, the key difference in job seeking and talent acquisition for candidates comes down to one core concept: internet access and availability from a desktop computer. In countries like the United States, desktop internet is readily available in a number of places, be it personal computers or public devices (libraries and internet cafes). Internationally, however, desktop internet access is much more difficult to come by. Take the Philippines for example, which is the second largest market for people working in contact centers. When it comes to accessing the internet via a PC, most people don’t own a computer (or know someone who does), but what they do have are mobile devices with internet access to them.
Because primary access to the internet is done through a mobile device, talent acquisition strategies must be built around that concept. In other words, filling out an application via mobile device isn’t just a luxury or cutting edge trend for candidates to enjoy, it’s a necessity in order to find jobs - and a necessity for hiring teams to acquire talent. Additionally, a full application process requires a pre-hire assessment portion for the candidates as well, but with limited access to desktop computers, international candidates won’t be able to take these assessments the way a US candidate would.
Instead of attempting to move the pre-hire assessment experience to mobile however, the solution that many companies should employ is to begin the application process on a mobile device, and then bring the candidate into the operation center to perform pre-hire assessment testing. By employing this strategy, companies can ensure that candidates will be able to get the application process started on their mobile device, take the hiring assessment in a suitable testing environment, and that both the company and the candidate will not miss out on a hiring opportunity that could benefit each other.
Much like anything else, approaching the international hiring process requires a different set of strategies and rules. To learn more about international contact center hiring, as well as hiring assessments, keep an ear open for the TechnologyAdvice Expert Interview podcast with FurstPerson President and CEO Jeff Furst, coming soon. And for more information on pre-hire assessments, download our e-book “15 Must-Ask Questions Before Implementing a Pre-Hire Assessment Process” below:
Topics: Talent Selection Ideas