Friday, October 1, 2021

Mobile Recruiting helps to reduce candidate drop-off rates

Mobile recruiting is not a new concept within the staffing and recruitment industry. Mobile recruiting has become more important in the last 10 years for success in recruiting. It is crucial to retain candidates engaged through the entire recruiting process in today's candidate-driven market. Statistics show that candidates should have a mobile-friendly experience from the first application to the final communication. This will help reduce drop-off rates. We will be discussing the advantages of a mobile-friendly application and how to use SMS messaging to communicate with candidates. Chatbots are a fancy new world that can be used in mobile recruitment strategies.

Mobile Friendly Application

Appcast's 2020 study found that 60% of job applications were submitted on mobile devices in 2020. This compares to 39% on desktop. Mobile application rates decreased by 6.7%, while desktop apply rates declined by 21.2% in 2020. It is clear that mobile applications are becoming more popular than desktop computers. One way to get mobile applicants to complete the application is to create a simple and easy-to-use mobile application. Mobile applicants are often on the move and need to complete the application in a few clicks. Glassdoor found that mobile job seekers submitted 53% less applications. The same study found that mobile job seekers are more likely to apply for jobs if they are promoted as mobile-friendly.

Questions to Consider for a Mobile Application:

Is your mobile app able to upload a resume and import it into your system? Is it possible for the mobile application to submit a resume and then import it into your system?

Do you think it is possible to wait until the first application stage to collect certain information from the candidate? This can reduce the time it takes to complete an application and make it easier for more applicants.

Although it's helpful for recruiting, too much information can discourage applicants from filling out the mobile application. The mobile application can be cut down to increase the number of applicants who complete it and are accepted into the system.

This is particularly important now that candidates have many job opportunities and are in control.

SMS Messaging to Candidates

While text messages are something that you typically exchange with family and friends, in recent years texting has been a popular way to communicate with potential candidates. Statisticians even prove that text messaging is more effective than emailing or calling. Text-Em-All's partner found that the average email opens only 18%, while the average text reads 98%. EZ Texting found that 78% of people respond within 10 minutes to text messages. Spam calls and robocalls have also become more common. Fewer people answer unknown numbers' phones. Hiya found that 94% let unidentified calls go unanswered in a survey. Text-Em-All reports that only 60% voicemails are listened and a Message Desk survey shows that text messages are four times more likely than calls back to be answered.

Is this to say that phone calls and email should be eliminated in recruitment strategies? It doesn't have to be, but it can complement your recruitment strategy. SMS messaging has the advantage of being seen faster and receiving a response sooner. This is an advantage for recruiters who are looking to fill positions quickly and efficiently. This is also a benefit for the candidate as they can respond quickly, especially if there is a job. It's much more difficult to reply via email or telephone during working hours.

SMS Messaging has one main benefit: it keeps candidates engaged in your conversations. If they see your message immediately, that is a good sign. You are more likely to get a response and keep them in the recruitment funnel than if they ghost your messages. Many ATS providers have partnerships with SMS messaging services that allow for broadcast and two-way messaging. Having an integrated ATS integration will streamline your communications and record all messages sent to the candidate's record. Some ATS integrations offer a "job acceptance" feature, which allows candidates to accept a job from a text message. This reduces the time spent communicating back and forth and increases the chance of a candidate being placed.

Chatbots via SMS Messaging

Chatbots are a recent trend in the recruitment and staffing industry. You may be wondering what a Chatbot is and how it is used in recruitment. It is a chatbot that allows you to communicate directly with candidates. Chatbots may sound impersonal to some, but they can increase engagement among candidates while eliminating manual tasks that recruiters must do.

What can Chatbots do?

ChabBots can be reached 24/7. After regular business hours, candidates may reach out after hours. Chatbots can replace human candidates to answer candidate questions using Natural Language. Candidates will receive a response no matter the time of day to keep them interested and engaged.

Chatbots are able to screen applicants and schedule interviews. Candidates can receive a text message with pre-liminary questions from Chatbots after submitting an application. Chatbots can schedule interviews for candidates who seem to be a good match. This increases efficiency, saves time and eliminates manual labor for the recruiter. This helps to speed up the interviewing and application process, which makes it less likely that candidates will drop out due to the slow pace of the process.

Chatbots are also able to gather additional information that was not available in your mobile application. Chatbots are able to automatically collect additional information from candidates who have submitted mobile applications.

These are just some of the many ways Chatbots can be used in your recruitment strategy. Chatbots can increase candidate engagement and decrease drop off rates by communicating 24 hours a days with candidates and speeding up manual processes. Chatbots can be integrated into the candidate's profile to continue automatic check-in communications with them.

The next question you might ask is, "How can I implement a Chatbot?" Your ATS provider is a good place to begin. Chatbot integrations are available in some ATS's. These integrate with your database and send you messages. Integration with your ATS can streamline chatbot communication and record the conversations for you in the candidate’s record.


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