DEAM Into Action: On Compliance and Mobile Apply

DEAM Into Action: On Compliance and Mobile Apply

Nicole Lindenbaum

Today’s post comes to you from Jibe Marketing Manager, Nicole Lindenbaum.

Last week, I had the opportunity to attend the DirectEmployers Annual Meeting in Washington DC. DirectEmployers, a valued Jibe partner, cleverly scheduled this conference to coincide with changes to the OFCCP regulations that became effective on Monday, March 24th. This gave attendees the perfect opportunity to learn exactly how the new regulations would affect them and provided a forum for sharing best practices.

I attended a particularly informative session on recruitment technology and compliance, led by David Scheffler of Pinnacle Affirmative Action Services and James Pierce of Piercing Strategies. It was really interesting to hear what pieces of information must be tracked during the recruitment process as a result of the new regulations. One point that was stressed throughout the session was the need to make job applications as available as possible. In essence, organizations are required to make it easy for anyone – including veterans and individuals with disabilities – to apply. It’s really quite simple: you don’t want to hinder applications from anyone, especially if it can later be said that you were doing so to dissuade specific groups of people from applying.

Extrapolating this out further, I began to wonder about mobile applications. Many companies today do not have a mobile-optimized careers site. And if they do, it doesn’t always mean that they enable a mobile apply process. Often, a mobile careers site will allow you to email yourself the link to a job, but you then have to go to a desktop to complete the application. What does these mean for candidates that don’t have a desktop? Millennials and individuals with lower income levels are less likely to have a computer at home. They may solely access the Internet from their smartphones, and you need to provide a way for them to apply. So what does it say about your application process if it can’t be completed from a mobile device? Are you excluding certain demographics? Are you at risk for missing out on candidates? Or worse, risking non-compliance?

Although it feels as though the industry has been talking about mobile for some time now, it is still a relatively new consideration for talent acquisition teams. As organizations implement measures to adhere to the new OFCCP regulations, it’s worth taking the opportunity to consider the benefits, and potential obligation, of enabling true mobile apply.

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