For recruiting organizations, the race to make apply processes easier started with the advent of resume uploading, or resume parsing, many years ago. At the time, the ability to upload a resume and extract enough information to speed the application process was revolutionary.
What started as name, address, email, and phone has evolved over the years to include experience, skills, qualifications, and more – in multiple languages. This is a big part of our heritage at Talemetry.
Talemetry's Apply Extraction technology is embedded automatically in many ATSs and is used by hundreds of other clients who have added it to their processes.
With mobile recruiting on the rise, there are a few technologies that are making it even easier for mobile candidates to apply. These include the old standby, resume upload, along with the ability to upload resumes from cloud storage sources like Dropbox, and other resume/profiles like LinkedIn and Indeed.
Untethered from your computer, these options make mobile application much easier.
So we wanted to know just how many candidates are using LinkedIn or Dropbox, vs. plain old upload from their computers.
This is where it comes in handy to process millions of applications every year like Talemetry does. We analyzed over 6 million online applications processed since 2015. Talemetry's advanced extraction technology embeds not only into our ATS partners' apply processes and into Talemetry's separate Apply module, but also into our talent network technology.
This allows our clients to easily harvest fully structured resume data for future sourcing from casual talent network candidates as well as online applicants. Because of that, we broke our data into two categories: Talent network parsing and full application parsing.
Here's what we found.
Old School Upload Still King
The most striking result is that social profiles are not used as much as some would expect. And cloud storage options are even more rare.
But it should come as no surprise that the OG, desktop upload, still makes up the lion's share of resume parsing at nearly 64% for online applications and 76% for talent network opt-ins.
Candidates rightly prefer to tailor their resumes to each job, and that is work they typically complete and store on their desktop computer. And as we reported in last year's Mobile Recruiting Benchmarks, only about 9% of all applications were being completed on a mobile device. It makes sense that candidates are sticking to the standard resume upload to complete applications and talent network opt-ins.
Indeed a Strong Choice for Applications
Twenty-three percent of applicants applied with an Indeed profile, the second most chosen option for applying. Only 5% used a LinkedIn profile to apply online. When we think of applications, we think of active candidates. These candidates are more likely to have a profile stored with Indeed, so it makes sense that more would be applying with their Indeed profile.
LinkedIn Used More for Talent Networks
When it comes to registering for talent networks, manual resume upload jumps to 75% of all registrations while Indeed drops to 1%. These are casual candidates who aren't applying for a job so a drop in the use of Indeed profiles makes sense, as does the increase in resume uploads because there is no need to customize a resume to a job when joining a talent network.
Conversely LinkedIn becomes the second most chosen profile source for opting into talent networks with 13%, perhaps for the same reason.
What Does it All Mean?
Now that you know how candidates are applying for jobs and opting in to talent networks there are a few key things to keep in mind.
- Mobile matters. Just because manual upload is resoundingly the most popular choice for both applying and registering for talent networks, don't sleep on providing easier options for mobile candidates. Mobile applications are becoming more and more common. And LinkedIn and Indeed profiles represent crucial enablement for this process. The question is really whether cloud resume sources like Dropbox and Google Drive will ever become popular choices.
- Always gather resume data. Many talent network technology vendors don't offer resume parsing for talent networks. This misses a huge opportunity to gather complete, searchable resume data for talent network opt ins, without adding time or complexity for the candidate. It's a win-win giving candidates an easy way to opt in AND providing invaluable sourcing data to the organization for future hires.
- Offer customization for social profiles. Talemetry gives you the option of letting candidates customize their LinkedIn profile after it gets parsed into the form. This makes candidates more likely to use these options – especially mobile candidates. When they know they can tailor their social profile-based resume to the job on the fly, they are more likely to use these easy options.