Lumesse iRecruit 2014 the race for talent


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

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  • Non Mobile enabled site
    The desktop site can be accessed on a mobile device, but the experience is suitable only for PCs
    Mobile enabled
    HTML based website viewable on a Smartphone or Tablet, but it is not optimised for these devices.
    Require zooming in and out to read links
    Difficult to click with a fingertip
    Designed for web browsers on PCs with much larger screens and navigation using a mouse
    Poorer user experience, higher drop off
    Mobile optimised
    Designed for mobile
    No zooming or scrolling required
    Images and media load faster while content is succinct
    Engaging user experience, lower bounce rates and higher conversions
  • On smartphones, the conversion rate drops by an extra 3.5 percent when users have to wait just one second. By the three second mark, 57 percent of users will have left your site completely.
  • Adaptive It uses JavaScript to enrich websites with advanced functionality and customization. Unlike responsive design, adaptive templates ensure that only the required resources are loaded by the client’s device.
  • Lumesse iRecruit 2014 the race for talent

    1. 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. 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. 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. 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. 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. 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. 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. 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. 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. 10.  The Demo
    11. 11. 11  What we’ll cover in this session Candidate experience on mobile
    12. 12. • Mobile enabled • Mobile optimised • Responsive • Adaptive • … Understand the Differences in Mobile
    13. 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. 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. 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. 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. 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. 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: • 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. 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: • 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. 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
    21. 21. 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)
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