Today more Google searches are performed from mobile devices than desktop computers. More people are browsing the Internet from their mobile devices than ever before and the number is only going to continue to increase. That’s why your hiring process should be mobile friendly to ensure you’re reaching candidates and being competitive.
As of 2015, 59 percent of candidates use phones or tablets to search for jobs. Fifty-two percent use their mobile devices to apply for positions. Forty-percent of job seekers say they will walk away with a negative opinion of a company if its careers site isn’t mobile-friendly and 65 percent leave a career site that isn’t optimized for mobile devices.
Can your restaurant afford to ignore more than half of the potential applicants for your open position?
Many people believe a hiring process is mobile optimized or mobile friendly because the text size and orientation change. However, it is much more than that. Using a mobile device to apply for a job demands much more than just a different interface.
Here are some tips to make your hiring process mobile optimized:
• Create a plan and use systems to engage and communicate with applicants no matter what technology platform they are using.
• Tighten up job descriptions so they are concise and can be quickly read (or scanned) online.
• Streamline your online application by reducing the number of questions and the amount of time it takes to complete the application.
• Make sure the pages feature large buttons, visual feedback when an option is selected, and auto scroll.
• Ensure your site loads quickly on mobile devices. This might mean excluding certain graphics and large files when a mobile device is used.
• Reduce the amount of pages that a potential applicant will have to visit by reducing the amount of times pages have to reload.
• Ensure a candidate can click to apply from your main website page or career page; the more obvious and easy it is, the better.
• Provide the ability to apply using a LinkedIn profile. This will eliminate the need for cover letters to be written and resumes to be uploaded.
• Ask for only basic information at the application stage. Anything that won’t immediately be useful to screen candidates can wait.
• Pare down the amount of typing needed. Make it easy and simple to make selections by using a dropdown menu or yes/no responses.
• Make any questions that would require a long, thoughtful response a part of the phone or in-person interview process.
• Provide information about your company culture or unique benefits you offer to further draw candidates in while they are determining whether they will apply.
• Incorporate auto-responders to keep the dialogue going through the application and interview process. Text messages that acknowledge application receipt and remind about interview appointments add a personal touch.
Mobile hiring is here to stay and should be a consistent part of your recruiting strategy. Now get out there and use these tips to capture the audience you’re currently missing.
James Ringler is director and senior consultant with Corvirtus’ Consulting Solutions.