August 31, 2015
Smartphones have changed the game for HR professionals. Today, candidates are more connected than ever, and they expect you to be as well.
In February, Cisco released its 2015 Visual Networking Index Mobile Data Forecast, 2014-2019, which suggests organizations that don’t plan on integrating mobile into their talent assessment strategy will be missing out on top talent. The index forecasts by 2019 there will be 11.5 billion mobile-ready devices worldwide and 3.1 mobile-connected devices per capita in North America alone.
Who cares? Just because more people have mobile devices doesn’t mean they’re using them to job search, does it?
Well, according to Jobvite’s 2015 Job Seeker Nation Study, they are. In fact, the study found that 47 percent of job seekers are using mobile in their job search, and they’re using it in bed (47 percent), in restaurants (36 percent), on the job (30 percent), and even in the bathroom (18 percent).
As the number of mobile devices increases and the next generation of job seekers enters the workforce, these number are surely going to rise. And, as they do, more and more organizations will be forced to find ways to take their talent assessment initiatives mobile.
Here are three important things to consider as you prepare to set up mobile talent assessment:
1. Which mobile talent assessment will work best for your organization?
When you’re thinking about how to integrate mobile into your talent assessment strategy, you need to consider the different aspects of your strategy and whether or not a mobile version will be reliable. While tools like job listing libraries, application systems, resume builders, and pre-hire questionnaires work well on mobile platforms, other important talent assessment tools may be less transferable.
Depending on the industry and the job requirements, tools like pre-hire job simulations may not be the right fit for a mobile-enabled assessment process.
For example, if you’re hiring a customer service call center agent, that candidate will be required to use a computer to solve customer issues. So, testing the candidate with a mobile app that mimics using a computer is not a true replication of the job. As a result, you may not get an accurate assessment of the candidate’s skills which could mean the new hires coming from the mobile-enabled process are not as capable at performing the job.
Before integrating mobile into your overall talent assessment strategy, determine which touchpoints throughout your hiring process will benefit from a faster, more accessible candidate experience and which ones are simply too important to risk taking mobile.
2. What is your engagement strategy?
Part of your overall talent acquisition strategy should always focus on engagement. After all, if you’re not engaging candidates in the spaces they’re looking for work, you’ll never get them into your talent pipeline.
LinkedIn’s 2015 US and Canada Talent Trends report found that today’s job seekers are searching for job opportunities via social media (61 percent) and company websites (54 percent), at very high rates. That means engaging candidates on diverse social media channels and through branded, mobile-ready, company landing pages needs to be a part of your mobile talent assessment strategy.
Before jumping into the deep end, think about what your mobile engagement strategy will focus on — locating and “acquiring” talent or assessing and analyzing talent. Here are some questions to think about:
- Do you have what you need to engage candidates in social spaces?
- Will your company “Careers” page be the main point of focus for your talent search?
- Will you encourage candidates to apply online and wait to hear back, or will candidates be able to access the application and talent assessments from their mobile devices, to increase engagement?
3. How will you facilitate HR feedback?
Giving mobile access to candidates is one thing, but another thing to consider is how you will facilitate mobile feedback from your HR staff. Your HR team shouldn’t have to sit down in the office and log on to their computers to locate and evaluate candidates.
While today’s mobile talent assessment software makes it easy to search, review, flag, and communicate with candidates from anywhere, it also creates potential workflow issues. Before integrating mobile into your talent assessment strategy, develop a “mobile workflow” model to ensure candidate feedback is not falling through the gaps.
Whether you’re designing your mobile talent assessment platform in-house or working with a third party mobile assessment and talent acquisition vendor, make sure your platform syncs across all participating HR team mobile devices and computers, notifies users when decisions are made, and alerts decision makers when it’s time to make final decisions, so you don’t lose track of qualified candidates during the process.
Has your organization taken its talent assessment strategy mobile? What concerns did it have before doing so? How did it address them?
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