Reducing Candidate Drop-Off Rates with Mobile Recruiting

Reducing Candidate Drop-Off Rates with Mobile Recruiting

 Mobile recruiting is not a novel idea in the staffing and recruiting industry. Implementing mobile recruiting tactics has become increasingly important for recruiting success over the last ten years! However, in today's candidate-driven market, it is even more critical to keep candidates engaged throughout the entire recruiting funnel. Statistics show the importance of providing candidates with a mobile, user-friendly experience throughout the application process to help decrease drop-off rates. In this article, we will look at the advantages of having a mobile-friendly application and using SMS messaging to communicate with candidates.

 The Application Is Mobile Friendly

 According to a study conducted by Appcast in 2020, 60.7 percent of job applications were completed on a mobile device, compared to 39.3 percent on a desktop. Desktop apply rates also decreased by 6.7 percent and mobile apply rates increased by 21.2 percent in 2020 compared to 2019. There is no denying that an increasing number of applicants are applying on mobile devices rather than desktop computers. Creating a short and easy-to-use mobile application is one way to encourage mobile applicants to complete the application. Candidates who apply via mobile device are on the go and want to be able to complete the application with the fewest number of clicks possible. According to a Glassdoor study, mobile job seekers submitted 53 percent fewer applications. According to the same study, promoting a job opening as mobile-friendly can increase the number of applicants by 11.6 percent!

Consider the following questions when developing a mobile application:
 

Is it possible for your mobile application to accept resumes and parse them into your system? If this is the case, does the applicant have to go through the process of filling out the information already on the resume, such as job history and education?

Can you postpone gathering specific information from the candidate during the initial application process? If this is the case, it may be possible to shorten the application in order to ensure that more candidates complete it.

Even though gathering as much information as possible is beneficial in terms of recruiting, It may also discourage applicants from completing the mobile application because it is too lengthy. Shortening the mobile application can aid in increasing the number of applications completed and entered into the system. This is especially important now, when candidates have the upper hand and a plethora of job opportunities at their disposal.

 SMS Communication with Candidates

 Texts are typically exchanged with friends and family, but in recent years, texting has become a popular form of communication with candidates. Statistics even show that sending a text message has many advantages over emailing or calling. According to our partner Text-Em-All, the average email has an open rate of only 18%, whereas the average text has a read rate of 98%. According to an EZ Texting study, 78 percent of people respond to texts in 10 minutes or less. Robocalls and spam calls have also become more prevalent, with fewer people answering phones from unknown numbers.

 According to a Hiya survey, 94 percent of people leave unidentified incoming calls unanswered. According to Text-Em-All, only 60% of voicemails are read, and a Message Desk survey found that people are four times more likely to respond to a text message than a call back.

 Is this to say that email and phone calls should be phased out of recruiting strategies? Not always, but it can be a great way to supplement it. One of the primary benefits of SMS messaging is that your message will be seen sooner, and you will be more likely to receive a response (and a quicker one.) This is a significant benefit for recruiters who are attempting to fill positions quickly and efficiently. It's also advantageous for the candidate because you're communicating in a way that makes it simple for them to respond, which is especially important if they already have a job. During working hours, it is much more difficult to respond via email or phone call. One of the most important takeaways from SMS Messaging is that it helps keep the candidates you're working with engaged in your conversations if they see your message almost immediately. Rather than ghosting your messages, they are more likely to respond and remain in the recruiting funnel. Many ATS providers have collaborations with SMS messaging companies that enable two-way text and broadcast messaging. Having an ATS integration built in streamlines your communication and often records all messages sent in the candidate's record. Some ATS integrations even include a "job accept" feature that allows candidates to accept a job offer directly from the text message, saving time and increasing the likelihood of a candidate completing the recruiting cycle and being placed.

 Chatbots via SMS Messaging

 Chatbots are one of the most recent developments in the staffing and recruiting industry. Some may wonder, however, what exactly a Chatbot is and how it is used in recruiting. It's nothing more than an automated bot that allows you to communicate with candidates. Although it may appear impersonal to some, chatbots can help increase candidate engagement while eliminating manual tasks for recruiters.

 What role can chatbots play?

ChabBots are available 24 hours a day, seven days a week. Candidates should reach out after regular business hours if possible. A Chatbot can take the place of a human to answer questions about the candidate's qualifications using Natural Language. Candidates will be able to receive a response at any time of day or night to keep them engaged and interested.

Chatbots are also capable of screening candidates and scheduling interviews. After submitting an application, candidates may receive a text message from a Chatbot with a series of preliminary questions to screen the candidate. Some Chatbots can automatically schedule an interview on the recruiter's calendar if they appear to be a good fit. This increases efficiency, saves time, and eliminates the need for the recruiter to perform manual tasks. It also expedites the application and interviewing process for the candidate, making them less likely to drop out as a result of the process moving too slowly. 

Chatbots can also collect information that your mobile application does not provide. If you need more information from a candidate who submitted their application via mobile, Chatbots can automatically gather it for you during the screening process.

These are just a few of the ways Chatbots can help your recruiting strategy. Overall, by communicating with candidates 24 hours a day and speeding up manual processes, they can help increase candidate engagement and decrease drop-off rates. However, once the candidate has been placed, there are additional ways to incorporate Chatbots and maintain automated check-in communication with candidates.

 The next question might be, "How do you put a Chatbot in place?" Your ATS provider is a good place to start. Some ATSs include a Chatbot integration that will automatically pull data from your database to send messages. Having an integration with your ATS will help streamline Chatbot communication and record the chats in the candidate's record.

 In Today's Market, Mobile Recruiting

 In today's candidate-driven market, mobile recruiting is even more important. Implementing various mobile strategies such as mobile applications, SMS messaging, and Chatbots are all ways to increase candidate engagement and decrease drop-off rates throughout the recruiting funnel.