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Future Trend Mobile Recruiting: Candidate Experience of Tomorrow


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In the next evolutionary step of mobile recruiting, the focus is no longer on the self-reliance of the employers but on the effect of a job advertisement on the recipient (applicant) of career advocacy. What is the optimal Candidate Experience of tomorrow?

mobile recruiting

Here writes for you:

 

Gerhard Kenk kenkGerhard Kenk is editor of Crosswater Systems and is considered the grandfather of the jobblogging scene.

  Profile

Mobile usage is increasing

The fact is, the use of the Internet is increasingly shifting to mobile devices such as tablet PCs and smartphones. More and more specialists are looking for jobs in this way.

Thus the IT market research company Gartner predicted that mobile devices up to 2017 even the PC would be displaced.

14 percent search online for specific jobs

Already today, according to a study by Google, 29 percent of Germans have a smartphone, more than half of the smartphone owners accesses the Internet almost every day.

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And 14 percent is looking for new jobs with a targeted focus on new jobs. Between 2012 and 2013 alone, around 40 million smartphones were sold in Germany alone.

Companies are not prepared

However, with the exception of the exception of the German economy, the German economy is not prepared for the mobile internettrend, especially in the search for personnel. The companies themselves pay little attention to mobile recruiting, as the Atenta Mobile Recruiting study shows.

The study found only a few positive trends. According to the study, the overall result is similarly poor in international comparison, but, according to the authors of the study, the German economy should not rest on it, because the talents are already “mobile ready”.

What companies can do better

As an innovation for the future, the study proposes to implement a better design of the job advertisements. Keywords such as wiping optics, tag cloud, organigram and search field are the focus of the discussion.

There are also studies on the candidate experience from the job exchange Jobware. With the “eye tracking system” she examined the applicant's reading habits.

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How should job advertisements be made mobile?

The aim of this laboratory test is to take the newly acquired findings into account when designing job advertisements.

The subjects, who were observed under laboratory conditions when reading mobile job advertisements, did not take a sheet to their mouths.

Ey-tracking tests

Judgment of the target groups on the implementation of job advertisements for mobile recruiting then fell quite destructive. The most frequent criticisms were:

  • Too much zooming and scrolling
  • Interaction elements are inconspicuous, too small and thus hardly usable
  • Charging times too long
  • The structure of the site display is unclear
  • I do not find the information I am looking for immediately, am frustrated and break my search
  • The naming of the buttons is confusing
  • The reference to the stationary career page for further information or for Casting is not optimal

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