Swipe Right: Candidate Technology Preferences During the Job Search

What technologies affect the job search process?

ManpowerGroup Solutions surveyed 14,000 employees between the ages of 18 and 65 in 19 influential countries around the world. Can companies use modern technologies to find employees as a competitive advantage in today's war for talent? Learn in the global study of ManpowerGroup Solutions "Candidate preferences during job search."

52% of candidates say that they would like to use mobile apps for the job searth, but only 9% of candidates in the world use them in practice.

Now candidates prefer to receive information about the employer using mobile apps and social networks, rather than through career platforms. This can be seen from the figures! 80% increased interest in finding work through apps for smartphones in the United Kingdom and Australia, 60% - in the United States, and in Mexico - about 30%.

What do 52% of applicants want from these apps, take part in the survey around the world? Candidates who use or would prefer to use a mobile app to search and apply for jobs also display a level of independence. 

To win the battle for talented managers, companies began using alternative ways of  interviews.​

The survey shows that recently the video interview, which allows to reduce the costs and time of staff selection, is becoming more popular. 

Nearly two-thirds of women globally (58 %) are uncomfortable with video interview formats (e.g., Skype) or providing a video introduction about their professional experience and careers. In contrast, more than half of men are very comfortable with both of these technologies. Moreover, when asked what type of interview formats they preferred, 56 % of men preferred conducting an interview via video conference technologies — outpacing in-person interviews with a hiring manager (48 %) for the first time since the survey began.

Another important candidate technology preference relates to employer email communications. 42% of global candidates agree that automated outreach messages about positions that do not seem authentically targeted to them undermine an employer’s credibility. More than half of the markets surveyed ranked above the global average. In Peru and India, 50 % of respondents believe inauthentic automated messages damage an employer’s reputation.

Those companies that proactively respond to candidates’ technological preferences, rather than fight them, will ultimately win the war for talent. 

These are just some of the results of our survey over the past year. Ready to learn more?

The full version of the survey