Tip Sheet: The Consumerization of Recruiting Technology

It’s important to remember that job seekers are consumers too. They use consumer apps – often with greater frequency than business applications—and are familiar with these digital experiences.

The best talent acquisition tools have picked up on the benefits of adopting these “consumer-esque” features in both job seeker as well as recruiter-facing applications. Adopt these consumer-esque tools and tactics to present better experiences to candidates and recruiting professionals.

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#1 Intuitive Interfaces and Digital ExperiencesDigital experiences often use metaphors to indicate what users should

do. For example, the habit of placing a bookmark in a book has been

adopted by web browsers, which instruct users to “Bookmark This

Page.” This has further evolved into bookmarking jobs on popular job

sites, including mobile job search applications.

Popular mobile-only job seeker applications integrate actions that are

popular in consumer applications—such as instructing users to

swipe left or swipe right to indicate interest in options or taking

small actions, such as bite-sized tests, in order to get matched

with appropriate content. Similarly, employing intuitive design in

recruiting applications helps expedite the hiring process by allowing

collaborators to quickly and easily submit feedback on candidates.

NO YES

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#2 RecommendationsConsumers are familiar with seeing

recommendations on ecommerce and media

streaming sites such as Amazon and Netflix. In

a marketplace where there are many options

to choose from, recommendations help guide

consumers to the products that they are more likely

to enjoy. Recommendations also help companies

manage demand and inventory in order to

maximize business benefits.

In the same way, recommendations in the job

seeking space aid discovery and also help to ensure

positive benefits for both job seekers as well as

recruiters. Companies want to put the right jobs in

front of the right job seekers-- jobs that they are

most likely to be great at. And when job seekers see

relevant content, even if they don’t immediately

apply they are more likely to remain engaged until

the right opportunity emerges.

#3 Drip Irrigation / Lazy RegistrationIt’s rare now for an ecommerce site to ask shoppers

to fill out all of their personal information and

create an account before they are able to put items

in their shopping cart. Nearly all sites will allow

visitors to finish a transaction as a guest and then

later ask for additional information in order

to create an account.

Mobile-first and mobile-only consumer applications

have adopted this tactic. Apps like Lyft don’t require

lengthy registration at the start of use. Instead,

a user is initially asked to insert basic information,

such as a social media profile, to start using the

application. Only at the point of booking a ride is

the user required to add additional information

such as a credit card number to complete their

user profile.

At Findly, we feel strongly about making the

candidate experience easy and pleasant for job

seekers. We’ve developed lead capture tools that

employ lazy registration: initially collecting basic

identifying information such as the job seeker’s

email address and then regularly engaging with the

candidate in order to secure additional information.

In testing, these tools did not see significant

(<0.5%) and more than 75% of the candidates who

connected with a company returned to finish

their profile.

#4 Research and ReviewsWebsites such as Yelp, TripAdvisor and Amazon

have made reviews and user generated content

(UGC) a critical part of the decision making process.

And consumers have really come to rely on the

external validation that reviews provide as part of

the balancing act between what a brand says and

what other people (peers) say.

Picking a job today, especially for the Millennial

product. Job seekers have a lot of resources to

consider when researching companies and jobs.

They can read reviews on sites like Glassdoor

and CareerBliss. Videos posted to employer sites,

particularly those created by employees or fans

communicating what it’s like to work at a company.

The more spontaneous and authentic the content,

the better.

This information was taken from the Findly webinar, “Thumbs Up, Thumbs Down: The Consumerization of

Recruiting Technology.” Get additional information by viewing a webinar replay using this link:

www.brighttalk.com/webcast/12037/144431

About Findly:

The name Findly originated from the merging of the words “find” and “friendly”— a nod to our products

delightful experiences for employers and job seekers alike.

The Findly Talent Acquisition Suite is an innovative and flexible talent acquisition solution designed to

help companies attract, engage and hire the best talent for lower cost. Our cloud-based and fully

integrated software combines inbound and outbound recruitment marketing, automated engagement,

and CRM capabilities.

For more information, visit www.findly.com or call us at 1.800.603.0680

#5 Mobile-enabled, 24/7 AccessThere is an incredible dissonance in the recruitment

space right now as it relates to mobile. Fifty percent

of our media day is spent online and as of 2015,

the majority of time spent online happens on

mobile devices. Where consumer applications have

adapted to this shift, there remains a remarkable

lack of adequate mobile experiences in the

recruitment space today. And this is not restricted

to smaller companies—even large, progressive

experiences to job seekers. By failing to meet the

mobile expectations of job seekers, companies are

actively dropping potential applicants.

www.findly.com | +1.800.603.0680