Recruiting: The job search & candidate experience of the future are mobile {trend! Study}

In the next evolutionary step of the mobile Recruiting is no longer the self-centeredness of the employer, but the Effect of a job advertisement to the recipient (Candidate) of the career message. What does the optimal candidate experience of tomorrow look like?

Mobile usage is increasing

The fact is: The use of the Internet is increasingly shifting to mobile devices such as tablet PCs and smartphones. More and more professionals are looking for jobs this way. The IT market research company Gartner predicted that mobile devices, including PCs, will even replace them.

Thanks to numerous laboratory examinations such as eye tracking, surveys on mobile recruiting as by Prof. Wolfgang Jäger or surveys of the usage habits of SmartPhones, it is obvious that there is considerable need for action.

According to a study by Google, 29 percent of Germans already have a smartphone, and more than half of smartphone owners use it almost every day Internet to. And 14 percent are specifically looking for new jobs on the go – and the trend is rising.

Companies are not prepared

The books on the subject (advertising)

The German Economy However, apart from a few exceptions, is not prepared for the mobile Internet trend, especially not when it comes to recruiting. The Companys themselves pay little attention to mobile recruiting, as the Atenta Mobile Recruiting study shows.

The study has only isolated positive trends identified. According to the study, the overall result is similarly poor in an international comparison, but according to the authors of the study, the German economy should not rest on its laurels, because talented people are already "mobile ready".

What companies can do better

As the Innovation for the Future the study proposes a better design of the Jobs implement. Buzzwords such as wiping optics, tag cloud, organization chart and search field are at the center of the discussion.

There are also studies on the candidate experience from the job exchange Jobware. With the “Eye Tracking”System” she examined the applicant's reading habits.

How should job advertisements be made mobile?

Discounts for your success (advertising)!

Objective this laboratory test: The newly gained knowledge should be taken into account when designing job advertisements.

The subjects, who were observed under laboratory conditions when reading mobile job advertisements, did not take a sheet to their mouths.

Ey-tracking tests

Judgment of the target groups about the Implementation of job advertisements for mobile recruiting then fell quite devastatingly. The most common criticisms were:

• Too much zooming and scrolling
• Interaction elements are inconspicuous, too small and thus hardly usable
• Charging times too long
• The structure of the site display is unclear
• I do not find the information I am looking for immediately, am frustrated and break my search
• The naming of the buttons is confusing
• The reference to the stationary career site for further information or to apply is not ideal

Recruiter: Tribute to technological progress

The Recruiter-Industry can no longer self-righteously update old and cherished practices 1:1, but must also pay tribute to technological progress when addressing applicants.

The Technology-Bridge by Indeed MoBolt streamlines mobile job posting with a minimalist information approach.

Interface technology and detoxification treatment

It also shows how Online-Applications from the SmartPhone des Candidates can be transferred directly to the employer's applicant management system using interface technology without media discontinuity.

Jobware now demonstrates a content-related “detox treatment” of overloaded job advertisements with its new one Concept the “mobile optimized job advertisement (MopS)”.

What is really important

Focusing on the really relevant content of a mobile job display is placed in the foreground.

1. About the place: What, when where
2. about the company
3. About the location

Throw the building block system over

Remarkable in the case of the jobware solution approach is the absence of the 1: 1 update of a job display on reduced display conditions - as it is operated by many media designers.

Jobware throws all the “building blocks” of the job advertisement and then uses the individual components to construct the new, mobile optimized job advertisement.

Mobile Job offers: The primacy of relevance

In doing so, the important thing is differentiated from the secondary. At the end is a newly constructed job posting: The primacy of relevance.

The successfully Optimized job advertisements are not just about adapting the visual elements to the new, stricter display conditions on the smartphone. Conceptual and structural changes are necessary - everything is subject to the primacy of content, functional and technical relevance.

The most important changes in the overview

• good readability without zooming
• fast loading times
• Key content such as company, job title, location must be immediately visible "above the fold"
• The reader can display additional content with the aid of folding menus
• Horizontal scrolling should be avoided
• Interaction elements should be described in a comprehensible manner
• The operation should be designed in terms of size and spacing on different finger types
• Further links should be presented to the reader in the mobile context - the display of a
• SAP-conceived career page fits like a fist to the eye of the “Candidate Experience”
• This applies in particular to the "Apply now mobile" function

Quality control is required

Eye-tracking lab tests with desktop-filled job ads are like a childbirth day compared to a scene party at the Techno-Club Berghain.

The cult-party-palace lives from a strict quality control, in this case from bouncers, which strictly adheres to the Berghain-Party-gene in the admission control of guests.

Against the golden beetroot

Perhaps the recruiting world could also profit from such controls and only publish mobile optimized job advertisements on the web that successfully passed such bouncer checks.

That remains a wishful thinking - at least as long as the “Golden Runkelbeet” initiated by Jannis Tsalikis and Henner Knabenreich has not yet penetrated the recruiter's collective memory.

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