tip sheet: the consumerization of recruiting technology
TRANSCRIPT
It’s important to remember that job seekers are consumers too. They use consumer apps – often with greater frequency than business applications—and are familiar with these digital experiences.
The best talent acquisition tools have picked up on the benefits of adopting these “consumer-esque” features in both job seeker as well as recruiter-facing applications. Adopt these consumer-esque tools and tactics to present better experiences to candidates and recruiting professionals.
www.findly.com | +1.800.603.0680
#1 Intuitive Interfaces and Digital ExperiencesDigital experiences often use metaphors to indicate what users should
do. For example, the habit of placing a bookmark in a book has been
adopted by web browsers, which instruct users to “Bookmark This
Page.” This has further evolved into bookmarking jobs on popular job
sites, including mobile job search applications.
Popular mobile-only job seeker applications integrate actions that are
popular in consumer applications—such as instructing users to
swipe left or swipe right to indicate interest in options or taking
small actions, such as bite-sized tests, in order to get matched
with appropriate content. Similarly, employing intuitive design in
recruiting applications helps expedite the hiring process by allowing
collaborators to quickly and easily submit feedback on candidates.
NO YES
www.findly.com | +1.800.603.0680
#2 RecommendationsConsumers are familiar with seeing
recommendations on ecommerce and media
streaming sites such as Amazon and Netflix. In
a marketplace where there are many options
to choose from, recommendations help guide
consumers to the products that they are more likely
to enjoy. Recommendations also help companies
manage demand and inventory in order to
maximize business benefits.
In the same way, recommendations in the job
seeking space aid discovery and also help to ensure
positive benefits for both job seekers as well as
recruiters. Companies want to put the right jobs in
front of the right job seekers-- jobs that they are
most likely to be great at. And when job seekers see
relevant content, even if they don’t immediately
apply they are more likely to remain engaged until
the right opportunity emerges.
#3 Drip Irrigation / Lazy RegistrationIt’s rare now for an ecommerce site to ask shoppers
to fill out all of their personal information and
create an account before they are able to put items
in their shopping cart. Nearly all sites will allow
visitors to finish a transaction as a guest and then
later ask for additional information in order
to create an account.
Mobile-first and mobile-only consumer applications
have adopted this tactic. Apps like Lyft don’t require
lengthy registration at the start of use. Instead,
a user is initially asked to insert basic information,
such as a social media profile, to start using the
application. Only at the point of booking a ride is
the user required to add additional information
such as a credit card number to complete their
user profile.
At Findly, we feel strongly about making the
candidate experience easy and pleasant for job
seekers. We’ve developed lead capture tools that
employ lazy registration: initially collecting basic
identifying information such as the job seeker’s
email address and then regularly engaging with the
candidate in order to secure additional information.
In testing, these tools did not see significant
(<0.5%) and more than 75% of the candidates who
connected with a company returned to finish
their profile.
#4 Research and ReviewsWebsites such as Yelp, TripAdvisor and Amazon
have made reviews and user generated content
(UGC) a critical part of the decision making process.
And consumers have really come to rely on the
external validation that reviews provide as part of
the balancing act between what a brand says and
what other people (peers) say.
Picking a job today, especially for the Millennial
product. Job seekers have a lot of resources to
consider when researching companies and jobs.
They can read reviews on sites like Glassdoor
and CareerBliss. Videos posted to employer sites,
particularly those created by employees or fans
communicating what it’s like to work at a company.
The more spontaneous and authentic the content,
the better.
This information was taken from the Findly webinar, “Thumbs Up, Thumbs Down: The Consumerization of
Recruiting Technology.” Get additional information by viewing a webinar replay using this link:
www.brighttalk.com/webcast/12037/144431
About Findly:
The name Findly originated from the merging of the words “find” and “friendly”— a nod to our products
delightful experiences for employers and job seekers alike.
The Findly Talent Acquisition Suite is an innovative and flexible talent acquisition solution designed to
help companies attract, engage and hire the best talent for lower cost. Our cloud-based and fully
integrated software combines inbound and outbound recruitment marketing, automated engagement,
and CRM capabilities.
For more information, visit www.findly.com or call us at 1.800.603.0680
#5 Mobile-enabled, 24/7 AccessThere is an incredible dissonance in the recruitment
space right now as it relates to mobile. Fifty percent
of our media day is spent online and as of 2015,
the majority of time spent online happens on
mobile devices. Where consumer applications have
adapted to this shift, there remains a remarkable
lack of adequate mobile experiences in the
recruitment space today. And this is not restricted
to smaller companies—even large, progressive
experiences to job seekers. By failing to meet the
mobile expectations of job seekers, companies are
actively dropping potential applicants.
www.findly.com | +1.800.603.0680