Mobile recruiting: more has to happen!
More than 90 percent of the companies are aware that mobile recruiting will become more and more important in the future - the candidates are ready: Over half have all the necessary documents for an application on their mobile device - the majority of candidates (76.4 percent) would like an app to be used Job search from companies
Eschborn / Taunus, June 28, 2019 -
We are awakened by our favorite music and the smell of coffee - controlled by pre-programmed smart devices. At the breakfast table we order a book online, which is delivered in the evening. On the way to work we check the emails and on the way home we are offered a dream job by push notification. It comes just in time, because there is currently little enthusiasm for the current job. The solution: Submit your application quickly via swipe in the subway - and keep your fingers crossed.
"Anyone who thinks that this is just a description of the everyday life of a so-called millennial is wrong," explains Marc Irmisch-Petit, Vice President General Manager at Monster. The majority of Germans are now mobile on the Internet. Smartphones and tablets are part of everyday life and are unlocked on average over 75 times a day. The HR departments of the companies also know this, as this year's study series "Recruiting Trends 2018" by the Center of Human Resources Information Systems (CHRIS) at the Universities of Bamberg and Erlangen-Nuremberg and the career portal Monster shows: More than 90 percent of the participating companies think that Mobile recruiting will become increasingly important in the future. This is also confirmed by the interviewed candidates: 55.3 percent - and thus 15 percentage points more than in the previous year - have all the data they need available to be able to apply directly at any time. That makes sense, because 42.2 percent of the interviewed candidates are looking for vacancies on their smartphone on the go - that's more than twice as many as in 2014 (16.4 percent). When it is time to apply, the documents can be sent immediately without having to change the device. Women seem to be a bit more "mobile" here, because proportionately more women are looking for jobs on their smartphone or tablet than men.
The direction is right
The series of studies shows that candidates and companies are quite positive about mobile recruiting. Around six out of ten candidates and companies already have a basic understanding of how it can be used. In addition, 21.1 percent of the top 1,000 companies confirm that candidates are already increasingly applying to them via mobile devices. In the IT companies surveyed, this development is even noticed by 36.7 percent. "It is going in the right direction," says study leader Prof. Dr. Tim Weitzel from the University of Bamberg adds: "But it is not going fast enough. The mobile age brings with it a certain impatience. If you get a fresh delivery of food within hours, you are reluctant to wait two weeks for a response to your application . " This is one of the reasons why over three quarters of the candidates want the opportunity to understand the application status - for example via a company app or the app of an internet job exchange. These apps would also be used by the target group to find a job. But very few companies fulfill this wish: only 4.5 percent of the top 1,000 companies offer their own app, on which jobs are advertised and applications are possible. Almost a quarter of the companies therefore use the apps from Internet job boards to publish job advertisements and to enable mobile applications (23.4 percent). "With the new Monster App we kill two birds with one stone: We offer candidates the opportunity to apply for their dream job in just three steps and at the same time companies have the opportunity to reach the candidate via mobile app," said Marc Irmisch -Petit from monsters.
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That has to get even better
The 2018 recruiting trends make it clear that there is no way around mobile recruiting and the opportunities for companies are great. For example, they benefit from an increased reach when approaching candidates and the resulting time savings in relation to individual speeches. Accordingly, over 40 percent of companies rate the ratio of expenditure to income in mobile recruiting as positive. However, companies still face challenges: The focus here is on additional costs (50.7 percent) and technical effort (58 percent). The topic of data security also plays an increasingly important role in the era of the GDPR and worries more than half of the top 1,000 companies and top 300 companies in the IT sector - as well as 51.1 percent of the candidates. As in previous years, job seekers criticize the poor user-friendliness of mobile applications: more than six out of ten find the process via smartphone too cumbersome. By contrast, candidates are more satisfied with the display of career websites and job advertisements on their mobile devices every year: one in six states that the display works without any problems. This is particularly important because more than half (57.7 percent) of the candidates stop looking for a job on the device they are using as soon as problems arise. The top 1,000 companies have some catching up to do with IT companies when it comes to website optimization, because 71.2 percent do not offer job marketing via push notifications - in IT this is only 46.4 percent. The same applies to the "Check application status" function: 71.6 percent of the top 1,000 companies vs. 50 percent of IT companies do not offer this service. At the same time, more than half of the companies confirm that mobile recruiting has a positive effect on recruitment, which shows that employers should face the challenges of mobile recruiting so that they can then take advantage of the resulting opportunities.
Back to the Future
How will mobile recruiting continue? Prof. Dr. Tim Weitzel and his team used environmental and company analysis (also SWOT analysis) to give companies a strategy on the way to successful mobile recruiting. "The results of the study provide a sufficient basis to identify opportunities, risks, strengths and weaknesses of mobile recruiting for companies and to be able to derive strategies from them," explains Prof. Dr. Weitzel the approach.
The SWOT analysis has shown, for example, that the following topics will have to be increasingly implemented by companies in the HR strategy in the future:
1. Mobile optimization of job search websites, possibility to apply via mobile devices
2. Offering company application apps or using apps from other providers
3. Testing, communication and correction of data security problems when using mobile devices
"Companies should use these strategies and consider mobile recruiting to be one of the most important projects of the future in human resources," says Marc Irmisch-Petit. "This is the only way they will remain competitive in the long term and find the best employees for their vacancies." The topic "Mobile Recruiting" of the Recruiting Trends 2018 is available for download at the following link: https://arbeitgeber.monster.de/recruiting/studien.aspx
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