<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=353110511707231&amp;ev=PageView&amp;noscript=1">

International Hiring Considerations for Mobile Assessments

May 17, 2018

Technology is truly changing the landscape of how companies look at the hiring process. Strategies are being adjusted to include mobile recruiting, mobile hiring applications, and mobile hiring assessments. Glassdoor completed a survey concluding that 89% of job seekers report they’re likely to use a mobile device during their job search. Andre Lavoie, CEO and co-founder of ClearCompany, declared, “If you’re looking to make better hires, get them in the door more efficiently, and do it all on budget, you should first recognize one of the biggest ways employers aren’t reaching applicants: Mobile."

Additionally, our research has found that candidates react positively to assessments regardless of the device they use when they are not restricted from using a device of their choosing, which supports the importance of making a hiring process mobile friendly for candidates. The use of mobile devices to complete online hiring assessments has tripled in recent years and is continuing to grow. Online hiring assessments have become a foundation piece to many selection processes. As such, it is vital to understand how to best use these assessments on a mobile device.

A key element to many growing businesses is to incorporate hiring strategies across various cultures and countries where new business is expanding. As organizations become international, so must their hiring processes. In order to understand the growing mobile trend across countries, we conducted a study to examine the correlation between country wealth, consumer use, and mobile use of hiring assessments across multiple countries. In summary, we found a correlation between mobile consumer use and applicants using a mobile device to take an assessment, and did not find a correlation between country wealth and mobile use for assessments. The following table provides more detailed, valuable insight into the mobile hiring world.

Values and Percentages of Country Wealth, Consumer, and Device Data for Leadership Assessment

Country  Int Average Consumer-Desktop Consumer-Mobile Assessment-Desktop Assessment-Mobile
Argentina 20,060 60% 40% 92% 4%
Australia 42,990 60% 40% 96% 4%
Brazil 15,190 71% 29% 94% 5%
Chile 24,024 64% 36% 92% 3%
Colombia 14,165 69% 31% 95% 2%
Ecuador 11,132 71% 29% 90% 8%
India 6,463 26% 74% 89% 11%
ME & Gulf 39,407 37% 63% 92% 8%
Mexico 18,567 57% 43% 94% 3%
Peru 12,975 77% 23% 91% 5%
Puerto Rico 25,364 46% 54% 94% 6%
Russia 25,251 82% 18% 94% 5%
Turkey 23,419 43% 57% 93% 7%
United States 57,401 61% 39% 95% 4%
Venezuela 14,431 75% 25% 96% 4%
Vietnam 6,318 78% 22% 92% 7%
W Europe 38,950 62% 39% 97% 3%

This information is useful several reasons:

  • Any organization that is seeking to implement a new hiring strategy in countries similar or the same as shown in this study will have a better understanding of the expected mobile usages for applicants. It is important to note that this study reviewed an assessment administered to candidates seeking a leadership role – previous research has shown much higher mobile device test percentages for entry level positions.

    Related: 6 Things Everyone Should Know About Mobile Employee Assessments
  • Organizations can make better decisions to ensure that their hiring process is mobile friendly. For example, if a hiring assessment is to be administered in India, Qatar, or United Arab Emirates then it may be a good idea to build the assessment on mobile first to ensure a high-quality mobile assessment to those who take the assessment in those particular countries because they will have higher rates of mobile testers.

  • Even though mobile devices are becoming more and more popular, this is not the only way that candidates or employees are seeking to test. Most individuals, according to these results, will still complete assessments on a laptop or computer. However, researchers will continue to measure mobile assessment trends as they continue to grow, so it's important to be sure you're ready to go mobile in hiring.

The legal impact of a mobile hiring strategy should also be considered. Since countries often differ in litigation laws surrounding information security, it would be useful to understand the potential risks of administering assessments and other applications in countries where test security may be at risk. The bottom line is that more and more people are finding jobs with their mobile devices, and it’s a different experience than a desktop. Companies need to be proactive about enhancing the hiring process for mobile users.

Mobile Assessments What We Know and Where We’re Going

Trevor McGlochlin Trevor McGlochlin is a Research Consultant at PSI. He leads the Financial and Automotive verticals within R&D. He earned a Master of Science degree in Industrial and Organizational Psychology from Florida Institute of Technology. His areas of expertise include selection, employee turnover, organizational development, applied research, and statistical analyses. His analysis work is centered around validation, adverse impact, turnover analyses, assessment scoring, and other data analysis.