It’s official. Mobile job search is mainstream. Earlier this week, Indeed announced its acquisition of MoBolt, a technology platform that allows job seekers to apply directly for any job, from any device. Further, in the same announcement, Indeed reported that half of all Indeed job searches are performed on a mobile device. Yet only a small percentage of Fortune 500 employers provide a fully-mobile job application process. The Indeed/MoBolt relationship means virtually any employer can now accept mobile job applications, without any IT integration.
A recent infographic from Beyond.com indicates that 64% of job seekers prefer to use a smartphone for job search activities because they can search for jobs anytime, anywhere. However, only 8% of survey respondents indicate that it is EASY to apply for a job via their smartphone. Nearly two-thirds of respondents said when they find a job of interest on their smartphone, they wait until later to apply via a desktop computer. Click the image below for the full infographic:
And here’s the rub: other research indicates that job applications must be received within the first 72 hours after posting or are 50% less likely to even be opened. Forcing job seekers to ‘come back later’ because the mobile application process is so cumbersome means a lot of job seekers won’t come back. Glassdoor says that 75% of job seekers will conduct a mobile job SEARCH, but only 44% will APPLY via a mobile device. That means employers could be losing out on almost half of potential applicants. In a talent short market, who can afford to lose out on even ONE great applicant?
That leads me to my final point. One of the current hindrances to applying via a mobile device is that most people do not have a copy of their resume stored on their mobile device. And most career sites still require a resume to be uploaded. So I ask, is it finally time to replace traditional paper-based resumes with a digital alternative? LinkedIn offers the ability to apply using your LinkedIn profile, but many profiles lack polish or aren’t up-to-date, and not all candidates are using LinkedIn. Similarly, Indeed offers an “Apply with Indeed” button (ZipRecruiter offers an interesting comparison between the two here), which works well for employers who post on Indeed and job seekers who search with Indeed. True, that represents a lot of employers and a lot of job seekers — but not all of them. And not necessarily the right ones. Could a link to a digital portfolio be an acceptable alternative? Can recruiters and employers and candidates (and ATS’) leverage the visual content trend so that it works for everyone? In my opinion, recruiters and employers who figure out how to turn mobile job search into mobile job applications (with a great user experience) stand to win the talent war big-time.
What are your thoughts on the disconnect between mobile job search and mobile job applications? How are you adjusting your process to accommodate mobile usage?