5 Questions Most Recruiters Have About Their ATS and Mobile Recruiting

5 Questions Most Recruiters Have About Their ATS and Mobile Recruiting

Mike Roberts

recruitment limits with mobileAnyone familiar with the talent acquisition space knows all about the limitations of Applicant Tracking Systems (ATS). In fact, a recent study showed almost 66% of recruiters are dissatisfied with their current ATS setup. That said, here’s the basis for one of the most pressing limitations:

The ATS—at its heart—is a back-end system of record, not a system of engagement. But many of today’s recruiters have no other choice to but use it for the latter to create and post job requisitions to their careers site.

Unfortunately, on the candidate-facing side of things, where applicants see and interact with the requisitions, the legacy nature of most ATS’ is providing a poor user experience that’s more likely to turn candidates away than pull them further into the apply flow.

This is particularly the case for the way ATS-generated requisitions look on mobile devices. It’s also a topic we discussed in our webinar last week.

Recording: How To Overcome the Limits Of Your ATS–A Guide To Mobile Recruitment

The online event, hosted by Jibe’s SVP of Marketing Ivan Casanova, revolved around how to overcome the limits of your ATS, with a specific focus on mobile. In case you missed it, we’ve shared it below, as well as a recap of the five top questions asked at the end.

Below are just a few questions from the event, but these are the ones that seem to resonate with most recruiting professionals we come across. If you have any additional questions, feel free to tweet them to Ivan at @itsmeivan.

1. Why have most ATS’ been slow to move to mobile?

Ivan Casanova: It seems that most big back-office ERP vendors (which are a majority of the vendors) don’t think in terms of system of engagement. They think more in terms of a system of record. We’re starting to see some movement there, but they don’t seem to have the passion for consumer-level experience like we do. It seems to be a DNA issue. It’s a perspective on how they view the world and how they view the industry more than anything else.

2. What are some outcomes for companies that are not mobile-ready?

IC: You’re going to get less candidates in general, but you’re also going to have less qualified candidates. And I think your passive candidate pool is going to be significantly more sparse. People are going to move on if they can’t apply for your positions on mobile devices. And, also, I think it’s a brand issue—people are going to think you’re technology backwards.

3. What recommendations do you have for a company that is looking to become mobile optimized?

IC: The number one thing you can do today is take out your own phone and try your own process. Go from start to finish with searching for and then filling out a requisition on your own careers site. Then go to our interactive mobile experience demo and try that out. Use that to set the baseline. Is your experience as good as that one? Because that’s what candidates are coming to expect these days.

4. What is the most important aspect of mobile that a recruiter should know about?

IC: The most important aspect is probably that mobile is where passive candidates are going to be engaging with your requisitions and careers site. That elusive, golden passive candidate is not at home looking at your careers site at night. He’s on his mobile phone, looking at your site while eating a tuna fish sandwich during lunch.

5. How can data help me be more efficient with mobile recruiting?

IC: Data gives you a way to think about the progress you are making. Without it, you’re kind of just shooting in the dark with your talent acquisition efforts. This isn’t just a mobile issue, though. It’s something recruiters should be thinking about in general: how can we become more data-driven?

candidate experience toolkitcareer site assessment

 

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