mobile devices in the hiring process
DESCRIPTION
A decade ago, human resource professionals were concerned about how to effectively use the internet in their hiring processes. There were concerns about its reliability, consistency and fairness. Now, the internet is a common and widely used method of collecting and processing job candidates. What many of us didn’t plan for was how quickly advancements in technology would change how people/candidates access the internet. With the increased popularity and usage of mobile devices (e.g., smartphones, tablets), candidates can complete steps of the hiring process at any time and in any location. Before, we could make some assumptions about candidates and the kind and type of experience they were having during the selection process. In today’s mobile world, our candidates could literally be riding a bus and taking an assessment at the same time. Statistics show that every year internet usage on mobile devices increases. It is estimated that mobile internet usage will surpass desktop internet usage by 2015 in the United States. Candidates are already a step ahead of most organizations when it comes to accessing assessments on mobile devices.TRANSCRIPT
Are You Ready To Go Mobile?
Pros and Cons of Mobile Internet Device Usage in Personnel Selection
Select International Overview• Since 1993, Select International® has been a leader in individual testing
and comprehensive hiring systems
• Millions of assessments conducted in over 80 countries
• Complete and well validated library of testing content across industries and organizational levels
• Provide tests, enterprise solutions, interviewing tools, executive assessment, consulting services and more
• 100% Success rate against legal challenges
• 97% Client retention
This Presentation Will Cover …
• Current Trends in Mobile Device Usage• Pros & Cons of Mobile Device in Hiring• Review of Research Results• Best Practices for Mobile Devices in Hiring
Mobile Device Testing is Here!
Global mobile broadband
subscriptions will exceed
2 billion in 2013• 80% growth in data traffic between Q3 2012 and Q3 20131
• Global mobile data traffic in 2012 was 12x greater than total internet traffic in 2000²
¹ (Ericsson, 2013) www.ericsson.com/ericsson-mobility-report² (Cisco, 2012)
Current Usage TrendsAdult Device Ownership Over Time
Apr-06
Dec-07
Apr-08
Apr-09
Sep-09
May-10
Sep-10
May-11
Aug-11
Jan-12
Feb-12
Apr-12
Aug-12
Sep-12
Nov-12
Dec-12
Jan-13
May-13
Sep-13
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
73%
91%
68%
58%
30%
61%
0.0300000000000001
0.35
Cell phone Desktop computer Laptop computer Tablet computer
Highlights• 91% - Cell phone usage by
adults 18+• Laptop usage currently
exceeds desktop usage• Tablet usage is steadily
increasing and doubled from 18% in April 2012 to 35% in September 2013
• Estimated that web access by mobile devices will surpass PC’s by 2015 (International Data Corporation)
Mobile Devices and Assessment
(Aon Hewitt, 2013)
2009 2010 2011 2012 20130%
10%20%30%40%50%60%70%80%90%
100%
5.04% 4.63% 4.24% 3.86% 3.51%3.10% 3.40% 5.00%9.60%
14.30%
91.90% 92.00% 90.80%86.60%
82.20%
In-store hiring computer Mobile devicePersonal Computer
Rate
of
Meth
od
Use A
mon
g
Ap
plican
ts
In 2013, Select International’s clients have about 10 to 15% of candidates completing entry-level assessments on mobile
devices.
Candidates report they will use it . . .
Image from (Kelton Research, 2012)
Mobile Devices and Assessment
(Fallaw & Kantrowitz, 2013)
Cand
idat
es a
re re
ques
ting
mob
ile a
sses
smen
ts
Allow m
obile
ass
essm
ents
if suc
h an
opt
ion
exist
ed
Allow m
obile
ass
essm
ents
if w
e kn
ew th
ere
was
mea
sure
men
t equ
ivalen
ce
Mob
ile a
sses
smen
ts m
ay b
e un
fair
Mob
ile a
sses
smen
ts m
ay e
ncou
rage
che
atin
g0%
15%
30%
45%
9%
33%
19%
38% 42%
23% 20%23%
43% 41%
24% 23%
2011 2012 2013
Perc
en
tag
e E
nd
ors
ed
Current Usage Trends: Racial Minorities
(Aon Hewitt, 2013)
Current Usage Trends: GenderWomen are more likely to use mobile devices for testing (Aon/Hewitt)
(Aon Hewitt, 2013)
Pros & Cons of Mobile HiringOPPORTUNITIES
• Diversity– Could increase racial and gender
diversity of the applicant pool
• Efficiency– Candidates can complete hiring steps
more quickly– HR saves money and administration
time
• More Qualified Candidates– For high tech jobs - attracts more
technologically savvy candidates
• Applicant Reactions– Positive reactions from
technologically savvy candidates
POTENTIAL CHALLENGES• Consistency & Fairness
– Measurement equivalence– Validity equivalence
• Adverse Impact• Test Environment
– Distractions– Interruptions
• Applicant Reactions– Ease of completion– Differences in screen resolution
Current Research Results
• Consistency & Fairness – Measurement Equivalence– Evidence suggests measurement equivalence
exists for text-based items:• Biodata • Personality• Situational judgment
• Doverspike, Arthur, Taylor & Carr, 2012; • Illingworth, Morelli, Scott, Moon & Boyd, 2013; • Impelman, 2013; • Lawrence, Wasko, Delgado, Kinney & Wolf, 2013; • Morelli, Illingworth, Scott & Lance, 2012
Current Research Results
• Consistency & Fairness – Measurement Equivalence– For cognitive ability, evidence is not as clear cut– Mobile users show moderately lower scores on
cognitive ability• Doverspike et al., 2012• Impelman, 2013
Current Research Results
• Consistency & Fairness – Validity Equivalence
– Research has yet to examine whether assessment device (e.g., mobile phone, PC) moderates the assessment/job performance relationship
– Based on extant literature, no reason to believe that assessments administered via mobile device would show more/less validity evidence
Current Research Results
• Adverse Impact– No evidence of adverse impact for large, entry-
level retail samples comprising mostly of biodata, personality and situational judgment measurement methods
– Results are currently positive and support the notion that mobile devices can help to increase racial and gender diversity
• Illingworth et al., 2013• Golubovich & Boyce, 2013
Current Research Results
• Test Environment– Mobile device users are more likely:
• to experience technical problems• to complete the assessment in a public location• to state that they would have been more focused in a
different environment
Current Research Results
• Applicant Reactions– Results are mixed
• Some research suggests that mobile candidates– Reacted more negatively to the assessment– Thought process was less fair– Had more difficulty completing the assessment (e.g., Gutierrez &
Meyer, 2013)
• Select International’s (2013) results for large retail sample found that mobile candidates:
– Rated the assessment as significantly more relevant and fair – Had a more positive impression of the company than PC
testers
Best Practices• Optimize process for mobile use
– Assessments that are designed specifically for mobile administration;
– Assessments that can be accessed via mobile device
– Assessments that can NOT or should not be administered via mobile device
• Decide which steps are appropriate for completion on a mobile device– Review your hiring steps and identify
those where existing research shows that the measurement methods used in that step are equivalent across devices
– Cognitive ability assessments may not be appropriate for administration on mobile devices; further research is needed
Best Practices• Offer access to non-mobile
devices– If there are questions about
measurement equivalence, provide opportunities for members of protected class to access via PC or laptop
• Track adverse impact• Prepare Candidates
– Explain steps in hiring process– Describe optimal testing
environment
• Monitor mobile applicant reactions
For More Information …
Our blog features HR tips and Talent Management strategies:
www.selectinternational.com/blog
Follow us @select_intl
www.facebook.com/selectintl