Mobile Recruiting, it's time to think differently

Take a look at this chart:

Mobile Growth

I spotted it the other week in an excellent blog post from Mobile business guru Benedict Evans . More than anything else that I’ve seen it underlines that the mobile internet isn’t just another channel it is a real quantum shift to a different way of doing things.

Unfortunately that message doesn’t seem to be getting through when it comes to recruitment and I think that many employers and recruiters are still thinking about mobile in the wrong way. The one thing I hate about our industry is that for many the default position seems to be an insistence that the old ways of doing things are best and any shift in technology needs to be adapted to fit tried and tested methods rather than looking at the potential to evolve the industry itself and makes things work better.

I've been around long enough to know that change is inevitable, I remember presenting to groups of people 15 years ago (ironically when I was selling an early version of an ATS) to be told that no one would ever apply for a job using a computer. With this in mind I find it very frustrating that some very experienced people are closing their minds to the amazing possibilities of “Mobile First” recruitment.

Mobile innovation is currently being held back (like most innovation before it in the last ten years) by the fear that it doesn't fit with the ATS and mobile recruiting providers are forced to jump through hoops to provide mobile apply solutions that have to replicate the traditional way of doing things rather than using mobile as a catalyst to improve them.

Despite perceptions to the contrary, the technical barriers to mobile apply can be overcome and with some effort it is possible to present most recruitment processes in a format that works functionally on a mobile. However something being functional doesn’t make it user friendly and quality candidates are even less likely to tolerate a long winded recruitment process on a mobile than they currently do on a desktop, however technically clever it is.

What is clear from the mobile revolution happening all around us is that mobile has a genuine power to improve what has gone before. Mobile first companies like Uber, Tinder and Instagram are causing huge disruption in their markets and many existing industries are rushing to embrace mobile, creating such useful things as mobile banking, mobile payments and mobile airline check ins to name but a few.

So why aren’t we looking at things differently in the recruitment space? Integrating video screening and touch screen psychometric testing to create a “mobile first apply” is just one of thousands of possibilities that mobile technology give us and that’s before we consider the future recruitment selection possibilities of permission based access to some of the personal data footprint created and stored within our devices. Hanging onto ATS systems that refuse to adapt and closing your mind to anything that doesn’t look like recruitment from 50 years ago isn’t going to solve your resourcing problems in 2014. Isn’t it time to think differently and embrace the promise and possibilities of our mobile first world?

Video interviewing – sustainable trend or passing fad?

This article originally appeared on

The last few years have seen a strange mismatch taking place in our industry.  The pace of innovation in recruitment technology has never been quicker but, against a background of continuing economic uncertainty, the pace of adoption of new approaches and technologies from employers has arguably never been slower.  Unless an innovation can prove that it will provide quick and lasting value, its chances of mass adoption are limited.

With this in mind, my company Metashift recently embarked on a three-month research project into the emerging world of video interviewing technologies.  I was keen to find out whether this was an important trend or yet another faddish false start in the evolution of the recruitment process.

It became clear very early on in our research that different employers have different definitions of what ‘video interviewing’ is, and this is potentially causing a lot of confusion when its impact in the marketplace is being discussed.

For some employers, it means holding a standard face-to-face interview via a readily available video platform such as Skype.  For others, it actually means candidates coming into their offices to have an interview via video conference with another office location.  While these approaches are very much on the rise, the biggest noise in the industry is being made by providers of so-called ‘asynchronous’ video interviewing, and this what our research focused on.

Asynchronous video interviewing (or ‘on demand’ video interviewing as it’s also known) allows the candidate to video himself or herself answering a list of recruiter-provided questions at a time that suits them.  From a recruiter’s point of view, they can watch, review and assess the videos whenever and however many times they want and share them internally.  This typically occurs early on in the hiring cycle, and recorded video interviews are often used as an alternative to telephone screening or first-round interviews.

As part of the research, as well as performing an in-depth audit of the technology and providers available, we spoke to a large number of employers to see who was using this type of technology and how it was working for them.  We were also keen to know what was stopping employers who weren’t yet using it from taking the plunge.

The results were very interesting.  Of those companies not using this technology, 80% said they were considering it and a significant proportion were looking at doing a pilot project during 2013.  That said, there was still a lack of comfort round the technology, with key objections including internal buy-in, potential discrimination issues, problems with connectivity and a potential negative impact on employment brand due to perceived automation from a candidate perspective.

Interestingly though, without exception, the employers we spoke to who were already using the technology only had positive things to say about their experience.  While things didn’t always go completely smoothly, the feeling was that most of the problems they had prepared themselves to face when implementing the technology simply hadn’t happened.

The reaction from candidates was also generally very positive, and a number of employers felt using video in this way enhanced their brands as thought leading companies.  In fact there was a feeling that, in certain markets, candidates would expect companies to be recruiting in this way, and there might be a negative brand impact if they weren’t.

I have to say that I was quite surprised by just how positive the feedback was.  When we started the research we were very keen to get as balanced a view as possible, and were actively looking for examples of implementations that hadn’t lived up to the hype.  These were very difficult to find and in many cases, rather than causing problems, video interviewing had actually brought additional advantages the employer wasn’t expecting.

Based on the research we did it is pretty clear that ‘on demand’ video interviewing is absolutely here to stay, and it is almost inevitable that it will become a mainstream activity in many market sectors.  The speed of adoption, though, is very much up for debate.

While there are some employers who are enthusiastic evangelists, the technology is still very much at the early-adopter stage.  Large-scale corporate implementations aren’t easy, and the importance of stakeholder management and careful process integration were themes that came up time and time again in our discussions with employers already using the systems.

The provider market in this area is booming at the moment with an ever-growing number of companies offering these kinds of services (we found twenty and there are probably many more!).  The future is undoubtedly bright, but I wonder just how many providers the market will be able to sustain in the long term!

●  Metashift’s Video Interviewing Guide is available now, featuring a detailed review of employer attitudes, analysis of key benefits and potential drawbacks, a buyers’ guide including profiles of seven key suppliers, and a huge amount of advice on how to implement video interviewing successfully.  Click here to find out more.