This might seem a bit of a change in direction. I’ve always championed mobile integration in to recruitment process, and apply by mobile has been a big part of the conversation. At risk of being controversial (as if I would), I have been rethinking my position on this. First off, this doesn’t mean I’m changing my mind about the importance of mobile, the numbers show that mobile is social, and is fast becoming web. Mobile should be the first consideration in buying or building technology, building mobile to web rather than the other way round.

Over the last 3 months I have been spending a lot of time going through the data for the Candidate Experience Awards, UK Edition, known as the CandE’s. When you look at the hard data from a wide range of companies, the learning points are quite clear. To give you some idea of the headlines that are going to be included in the white paper:

> The average job gets 80 applications for each post filled.

> 70% of candidates are unqualified for the job they apply for

> Only 20% of applicants see a job description before applying, and this includes the minimum requirements.

When you look at these numbers, it does make you question if this is desperation or a lack of research on the part of the applicants. Whilst the process might well be painful, as is well documented, killer questions are being left to the end of the process, (if at all), rather than being stated before starting the application process. It seem that all the emphasis has been on talent attraction rather tan recruiting, as recruiters have rushed to become marketeers. With these numbers, any level of candidate experience for already overloaded recruiters becomes a problem.

This brings me on to mobile apply, or any type of apply for that matter. The smart companies in the survey have started separating out candidates and applicants, with different processes to provide the best experience for each. My definitions are:

>  Candidates

Anyone connected with the company in a network. This could be a talent network, a LinkedIn follower, a Facebook fan or similar. A candidate should be able to declare their interest with one click, giving access to their data, enabling notification of relevant content and opportunities matched to their profiles. A candidate stays a candidate as long as they choose to be connected. This replaces concepts like silver medalists, or the win/lose application process.

> Applicant

Anyone actively in the application process for a job or jobs. A minimum requirement of this should be that the applicant is aware of the minimum requirements and has seen a form of the job spec, not the job ad, but the job spec. Rejected applicants become candidates for future messaging, sourcing, matching and consideration. My thinking on mobile is that this should be for the candidate process only, though the process of moving from candidate to applicant can be mobile enabled via the talent network, with mobile landing pages and related data sent to those candidates who match the minimum requirements based on the candidate data submitted.

My thinking now is for a mobile candidate process, and that a mobile apply process on its own might just make the situation worse. The #CandE UK WhitePaper will be available for download soon. Any company interested in getting their own process benchmarked against other EMEA employers can register their interest free to take part in the 2013 survey. There is no maximum number of companies who can be awarded the kite mark recognition, or achieve distinction, and all companies get a complete report. If you are serious about candidate experience, take part!

Bill

PLEASE NOTE: The opinions expressed in this post are mine, and not an official #CandE communication.

Find out about the CandEUK 2013 Awards HERE