Pew Research came out with some cool data recently on mobile usage and recruiting and a few things actually shocked me! Check this out:
Americans with relatively low levels of educational attainment tend to lean heavily on their smartphones for online access in general, and this also play out in the ways members of this group utilize their smartphones while looking for employment. Among Americans who have used a smartphone in some part of a job search, those with higher education levels are more likely to use their phone for basic logistical activities – such as calling a potential employer on the phone or emailing someone about a job. On the other hand, smartphone job seekers who have not attended college are substantially more likely to have used their phone for more advanced tasks, such as filling out an online job application or creating a resume or cover letter.
If you’re an HR Pro like me, you believed the opposite of this was probably true! I think most TA pros and leaders would believe they couldn’t rely on mobile recruiting technology because those with lower education (thus lower income) would not have access to a smartphone. The opposite of this is true.
Lower educated individuals actually rely more on their mobile device to get online and communicate about things surrounding employment.
Currently, in the TA space most of the mobile recruiting push is around Tech hires. Everything you read in regards to mobile recruiting will speak to the importance of having if you hire IT, but almost nothing if you’re trying to hire unskilled workers. In fact, conventional wisdom still holds court when it comes to unskilled recruiting – paper applications, career page applications, job fairs, etc.
So, what is the major issue facing unskilled and lower skilled job seekers?
Employers are still stuck on resumes and applications to get someone to apply.
Have you ever filled out an application on the screen of an iPhone 5? It sucks! You won’t complete it. You’ll go to another company that is hiring and makes it easier to apply via another means, or by giving way less information.
Employers who are struggling to hire lower-skilled workers need to make some major changes to their mobile recruiting strategy.
Here are some tips:
1. Have a mobile recruiting strategy, specifically designed for unskilled and lowers skilled candidates
2. Figure out what is the bare minimum of information you need to have some apply to a position via their mobile device. Get the rest when you see them in person.
3. Start measuring how your candidates are coming to you. Understand, while they might come to from a job board or online resource, that is still probably done by a mobile device. We need to change our mindset about how we attract lower-skilled workers via mobile.
This is a huge eye-opener to TA pros and leaders. Take note. Lower educated workers are more likely to use a mobile device to apply to your jobs than a highly educated worker!