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Are You Ready to Go Mobile in Hiring?

November 14, 2013


Are you reading this blog on a mobile device? Chances are that a quarter of you (or more) are reading this on a smartphone or tablet. Even if you aren’t reading on that device, it is likely that some link to it has shown up on one. Personally, I have probably received a link to this blog in my e-mail and on my LinkedIn, Facebook, and Twitter apps, which are on my PC, smartphone and tablet. If you aren’t this connected and mobile, it probably won’t be long before you are.

Research on mobile device usage shows that:

  • The IDC (International Data Corporation) estimates that web access by mobile devices will surpass PCs by 2015.

  • 91% of adults 18 and older own a cell phone

  • Tablet usage is steadily increasing and has gone from 18% in April 2012 to 35% in September 2013. And, it’s not going to stop.

What does this mean for your organization? This increase in mobile device usage will affect many aspects of organizational life, but one key area is in hiring. Candidates are already using mobile devices to search and apply for jobs. 86% of job seekers use mobile devices to search and many of those individuals use the same devices to apply. Select International provides online assessments to organizations for hiring purposes. Our clients who use assessments at the entry-level see about 14% of their applicants completing the assessment on a mobile device. Given the importance of fairness and consistency in the hiring process, the introduction of mobile devices raises questions and issues that HR professionals need to be able to address:

  • What do mobile applicants look like?

  • Are their race and gender differences in the mobile applicant pool?

  • Are mobile applicants scoring differently on the assessment?

  • Are mobile applicants more or less likely to be successful on assessments?

  • Are assessment measurements equivalent on mobile devices?

  • Do mobile applicants react more positively or negatively to the hiring process?

  • In what kind of environment are mobile applicants when they complete online stage of the hiring process?

  • What can organizations do to answer these questions and prepare for mobile applicants?

If you’re interested in hearing more about the answers to these questions, check out our webinar on we recently recorded. We cover current trends in mobile device usage and review the current research around the use of mobile devices in personnel selection. We identify the pros, cons, and limitations that surround using these devices. Lastly, we present some best practices and discuss how organizations can design their processes to prepare for the use of mobile technology in hiring. 

Mobile Assessments What We Know and Where We’re Going

Amie Lawrence, Ph.D. Amie Lawrence, Ph.D. is the Director of Global Innovation at PSI and an expert in the design, development, and validation of psychological assessment tools. She runs an innovation lab that is responsible for establishing PSI’s assessment technology roadmap and strategy. An integral member of PSI since 2000, Amie has led the development of numerous global assessments, including personality, situational judgment, cognitive, and interactive work simulations.