Seize Their Moment: What Candidates Do Right After the Moment

Seize Their Moment: What Candidates Do Right After the Moment

Mike Roberts

Last week, the first post in our “Seize the Moment” series introduced the idea of a moment—the point when someone decides it’s time to get a new job. In today’s connected world, most job seekers will instantly go to the Web and usually this happens from a mobile device. Research shows that 73% of job seekers start their search on Google, while mobile-only internet users continue to rise rapidly.

Few talent acquisition organizations are focused on optimizing candidate conversions following job seekers’ moments. And because companies are naive to the negative impact that their career site candidate experience has on job seekers, recruiters are missing out on connecting with talented individuals.

This week’s post in the series picks up right after Nick and Zoey, our fictional characters, have their moments. As you read, it’s important to put yourself in their shoes, seeing the candidate journey through their eyes. In case you missed the first post, you can read it here.

Chapter 2: The Realities of Job Seeking


Vance Jones, Nick’s supervisor, had been pushing him toward the limit for quite some time. But when he sent that email indicating his product update would need to be revamped and the launch pushed back yet again, at that very moment Nick decided he’d had enough. And in the midst of his morning routine, eating Cheerios at his kitchen counter while surfing the net, he thought about what to do next.

Of course, he didn’t want to continue working at Rapid Financial under Vance. Though, with so many bills to pay, he couldn’t just quit. He’d have to find a new job. And almost instinctually, he pulled up the Google homepage and typed into the search box, “top tech companies to work for.” One list stood out called “The 25 best tech companies to work for in America.” He started reading through it.

Fortunately, in preparation for such a situation, Nick had updated his resume several months prior. He thought that perhaps he could quickly apply for a position at his favorite company on the top-25 list before heading into work. After checking to see if he had any connections there on LinkedIn, he then pulled up the corporate website. Everything was going well until he navigated his way to the company’s career site.

Like many career sites, this one had completely different branding than the company’s sleek corporate site. It looked like it hadn’t been updated since the early 2000s and Nick had to scroll up and down twice to finally find the job search bar. He typed in the words “analytics manager.” Ten results out of 324 appeared. He was on page 1 of 33. Only two on the page seemed to be relevant, so he clicked to the next page, and then the next, and so on.

15 minutes had passed since Nick started looking for a suitable position. He was becoming frustrated. And then after getting to the eighth page of job search results and adding four opportunities to his “Job Cart,” he made a grave mistake. He hit the Back button on his keyboard and was brought to the career site homepage. All of his progress, his previous search, the jobs added to his job cart, it was all gone.

Suddenly something became very clear to Nick. He had never actually applied to a job before, because Rapid Financial hired him right from his internship.

And his first attempt left a bad taste in his Millennial mouth. As someone who had a first-generation iPhone when he was 16, he couldn’t understand why the $10 billion tech company he was applying to would have such a poor user experience. It didn’t matter anyway, because he had to go to work. He abandoned the process.


It didn’t take long for Zoey to get her job search going. As she stood there waiting for her drink at Dunkin’ Donuts, she started googling “retail jobs queens ny” on her phone. She only had a few minutes before her break was over, but the thought of being asked to work another double shift at the last minute would be palatable only if she knew a brighter future was ahead. She wanted to find something in Queens—and quick.

She was in New York City, after all. With more than eight million people living there, and retail-stores galore, there had to be a position that could meet her work-life balance requirements. She walked toward work, down 5th Avenue in Manhattan, with her latte in one hand and her phone in the other, scrolling through a job board. While she stood at an intersection waiting for the stoplight to change, she looked up and her eyes widened.

Right in front of one of her favorite department stores, a large cardboard cutout read “Now Hiring: Associate and Management Positions in Manhattan and Queens.” Considering the circumstances, she felt compelled to go in and fill out an application, despite that meaning she would be late. Zoey walked through the doors of the now-hiring store with an optimistic feeling, going right to the service desk.

With a huge smile, she said, “I’d like to apply for a management job. Could I have an application, please?” Right then, Zoey was thinking she would not only be able to get a new job, but also move forward in her career at the same time—perhaps to the level of seniority she had in Ft. Lauderdale before moving back to Queens to take care of her mother.

The clerk, an older man, responded with the bluntness you’d expect from someone who was ending his ten-hour shift at a Midtown Manhattan department store. He said, “Applications only available on the website.” When Zoey asked which website, he looked to the person behind her and said, “Next customer.”

Ignoring how rude the man was, Zoey immediately whipped out her phone and pulled up the company’s website. She would apply right there in the store. She made her way from the corporate site to the career site. She searched for retail jobs in Queens, and then pulled up an Associate Manager job description. It was perfect. However, when she hit the “Apply” button on her phone, her progress was met with an abrupt stop.

A prompt came up on her phone with an email box. She would have to enter her information, so the company could email her a link to the application. It could only be completed on a desktop computer. Like many people today, Zoey was a mobile-only internet user, meaning she didn’t have a desktop computer. Now late for work, she left the department store feeling defeated.

Subscribe to the Jibe blog to get notified about the next chapter in Nick and Zoey’s journey.

Interested in learning more about what it takes to build a modern candidate experience? Check out our new “9-Point Checklist for Building a Next-Generation Candidate Experience.”

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