Why mobile career sites are no longer optional and what is their role in the race for Talent.

1. Are you losing the race for talent
before it has started?
Why mobile career sites are no longer optional
June 05, 2014
Romuald Restout
Head of Product – Talent Acquisition

2. Session overview
 Introducing Mobile Career Sites
• The state of mobile today
• What’s the value?
• Differences in mobile approaches
• Is mobile apply the answer?
 The demo
 Q & A

3. 
Mobile is exploding
Mobile devices have outnumbered
world population
Mobile usage accounts for 25% of all
web traffic and is doubling year on
year.
30% of all job search traffic is
mobile

4. 
Job seekers are relying on mobile heavily
Source: Glassdoor 2013, LinkedIn 2014
Recent research shows a gap between what candidates want to do and what
most organisations offer. Candidates want mobile experiences.

5. 
Candidates are ready but companies are not
10% of Fortune 500 have a
mobile apply option
55% do NOT have a mobile
optimised career site
50% of mobile career sites are
not redirected
Source: iMomentous 2014

6. 
Recruitment challenges
1/3 of requisitions are hard to fill
– More than one third of hiring
managers have positions that have
been open for three months or longer
Talent shortage is on the rise
– 18 million person shortage of highly
skilled, college educated people by
2020
The fight for talent intensifies
– New approach needed to attract and
engage Millennials
– Responsiveness and speed critical to
win top talent
Source: McKinsey, CareerBuilder 2013

7. 
So why does this all matter to you?
Mobile is key to filling those hard to fill
requisitions with top talent
As competition for highly skilled labour
heats up, you need to remove technology
barriers for top talent to find you
Millenials (Generation Y), who will make
up 75% of the global workforce by 2030,
are always on – in fact 50% choose
mobile as their device of choice

8. 
Introducing Lumesse Mobile Career Sites
Powered by a flexible content
management system, your mobile career
site is up and running in no time.
Intuitive and easy to set up and modify,
no coding required.
Automatically optimised for popular
search engines such as Google and Bing.
Fully integrated with Lumesse TalentLink.
Publish job vacancies on your mobile
career site within minutes and
automatically update applicant
information in TalentLink.

9. 
Win the race for talent
Go Mobile and stand out from
the competition
Attract and engage with the
best active and passive
candidates
Speed up recruitment and fill
hard to fill requisitions faster
Maximise sourcing efforts
with in depth mobile
analytics

10. 
The Demo

11. 11

What we’ll cover in this session
Candidate experience on mobile

12. • Mobile enabled
• Mobile optimised
• Responsive
• Adaptive
• …
Understand the Differences in
Mobile

13. “Making all of your career site content viewable on mobile devices
through responsive web design seems like a great idea. However, this
approach does not account for new behaviour patterns where people
are accessing content in smaller chunks of time and looking for very
specific information”.
Ed Newman, Consultant, Blogger and Entrepreneur
Guiding Principle

14. 14

Responsive Design Example
• Allows desktop sites
to be replicated on
mobile devices
• Pages load slower
• Delivers all website
assets whether used
or not
• Single template for
all devices
• Same domain

15. Adaptive Design Example
• Differentiated user
experience
• Faster load time
• Delivers only mobile
optimised files for
each device
• Distinct templates
for each device
• Focuses on the
activities users are
most likely to
perform on mobile
• Different domain

16. 16

Responsive vs Adaptive
• Responsive
– May require a full site rebuilt
– Works best with a mobile first
approach
– Design and testing across devices
may be difficult
• Adaptive
– Doesn’t require a site rebuilt
– Delivers user experiences
targeted at specific devices and
contexts
– Requires maintenance of separate
URLs/CSS code
The choice
depends on
business objectives

17. • We acknowledge mobile apply is key as a sourcing technique.
• We are working on creating an effective mobile apply solution
because there are 3 perspectives we need to consider to make this
work for you:
1. The Candidate Perspective
2. The Recruiter Perspective
3. The Compliance Perspective
Mobile Apply – Is it the Answer?

18. • “Mobile Recruiting demands fast decision making. In general,
mobile cleaves work into two piles: fast stuff and slow stuff.
Mobile takes the fast stuff and leaves the rest for more thoughtful
environments. It’s not at all clear that companies want
prospective employees to make career decisions on the fly. Nor
is it likely that potential employees see this as a good idea”.
John Sumser: http://www.hrexaminer.com/mobile_recruiting_1/
• As part of our design process, we interviewed dozens of candidates
and asked them a simple question: Would you apply for a job
directly on your mobile? Most candidates were not comfortable to
make career or life changing decisions on their mobile.
The Candidate Perspective

19. • “Mobile Recruiting demands fast decision making. In general,
mobile cleaves work into two piles: fast stuff and slow stuff.
Mobile takes the fast stuff and leaves the rest for more
thoughtful environments. It’s not at all clear that
companies want prospective employees to make career
decisions on the fly. Nor is it likely that potential
employees see this as a good idea”.
John Sumser:
http://www.hrexaminer.com/mobile_recruiting_1/
• I wouldn’t want candidates to be able to apply with a click
to a position, this will offer volume but not necessarily
quality and will be a nightmare for recruiters to handle.
Staffing Manager, BMW
The Recruiter Perspective

20. • Typical application process – many questions, some essay style
– Would you put the same process on a limited size screen? Probably
not.
• Having 2 different processes for desktop and mobile open you up
to compliance risks
– Would you treat your mobile candidates differently from your desktop
candidates?
• Bottom Line:
Keep your process the same = terrible experience for mobile
candidates and a counter effect
Make the two processes different = Compliance challenges
Simplify process for both = Increased volume but not necessarily
quality
The Compliance Perspective

22. Thank you!
Join us at Lumesse Stand#211 for a demo and get a free
watch ( 100 given away each day, one per delegate, first come first served)