DESPITE companies constantly striving for greater levels of diversity within the workforce, many find themselves still struggling to achieve it. This is because many recruitment practices in place unintentionally have device discrimination built in. As such, how do you avoid missing out on top level applicants because of this bias? Jack Hobson, Head of Technology at WCN, provides his tips on how best to avoid device discrimination…
1. Successful Swap to Mobile
Do not fall into the trap of thinking that moving from a paper system to online is going to suffice. When people access the web from a mobile they are much more ‘action orientated’. It isn’t the passive browsing experience that it is when people are using a PC or laptop. These systems need to be designed with the technology preferences of the candidate in mind. The more mobile-optimised your recruitment process – the better placed you will be to access the best breadth of talent.
2. Device Agnostic
Once you have decided to make the move to include mobile it is imperative to make sure it is supported on as many different device formats and architectures as you see as practical. The simplest approach is to provide mobile optimised web pages so you can have a single solution for all platforms. Use responsive design techniques so the layout of pages adjusts to the device being used. Developing 'Apps' may become a significant development overhead if coverage of all devices is a priority.
3. Update Application Processes
Mobile technologies can make Applicant Tracking Systems (ATS) more efficient on mobile and desktop devices, so companies can track job openings and candidates faster and more effectively. Adjust the application process so that a candidate can engage at some level via mobile devices. Think about where mobile access is an advantage: create simple registration forms in order to obtain basic information and contact details, early in the process. This simplicity will inject speed, convenience and immediacy into the recruitment process – a real advantage over the traditional recruitment process and important if you’re keen to attract the best talent. Be aware where mobile may be a disadvantage: file uploads can be challenging on smartphones; small screens and keyboards may disadvantage the input of long text answers.
4. Be More Social
Companies who are looking to make the social media transition need to ensure they are prepared. The main challenge is protecting the employer brand on social media. It can take years to build a good reputation, but only seconds to damage it beyond repair. Understanding your respective channels is vital, for instance many recruitment agencies post jobs on twitter, not realising the shelf-life of twitter is incredibly short. Poor use of social media not only gives an unprofessional feel to the organisation but could also have detrimental effects on the talent being attracted.
5. Avoid Alienation
An important factor is recognising the need to adapt your recruitment process to ensure no one feels alienated, like those who require reading support. In terms of combating device discrimination, making the online recruitment process more accessible to everyone is a key factor in sourcing diverse talent. You must remember that ten million people in the UK have a disability and 2 million of these have significant sight loss.
