Full Applications on a Mobile Device – read this interview with Scott Garrett, CEO of MoBolt.

In preparation for the HR Technology Conference, I have scheduled a bunch of meetings meeting folks that are doing awesome stuff! One of the interviews that I have already had a chance to do is with Scott Garrett who is the CEO of MoBolt.

One of the items that intriques me is how folks are tackling the mobile ATS question. Recruiting via a computer is a very mature environment, but folks have been seeing drop off rates.. So how do you ask all of the questions you want to ask an applicant – but do it on a mobile phone with smaller space, and without doing a 50,000 step process.. Mobolt is one of the companies working on this issue.

1. First of all Scott, tell us a bit about yourself? {e.g. personal interests, professional background, etc. 
My professional background is that I have been in the online recruitment space since 1997. I was one of the early employees at CareerBuilder and spent the first two years trying to convince employers that someday soon they would not be running ads in newspapers and accepting resumes by fax. Here we are 16 years later and a similar shift is happening in the industry to mobile. Mobile is forcing employers to relook at their entire recruitment process. It’s all very exciting.    
2. Secondly, what is the elevator speech for MoBolt?  
We are the only company in the world to build a true SaaS solution that can read any type of web-based form in any global language and convert and optimize it for mobile. We applied this technology to the job application process, which is the most complex of online forms. 
3. Brag a bit on your team – what are you doing really cool behind the scenes from a technology perspective?  
What makes our team really amazing is that we bring together a great mix of ‘seasoned veterans’ and ‘genius tech gurus.’ Our senior leadership team has a combined 50+ years in the recruitment and ATS industry while our young gun development team comes from such companies as Google, Microsoft and Samsung. It really allows us to do some incredible things.  
From a technology perspective, we are building out some really cool solutions for ‘Smart’ and mobile apply, employee referral and a candidate capture app. We are not building recruitment solutions to simply ‘mobilize’ what currently exists. Our development process begins by first trying to solve an existing problem in the industry and then designing a solution that uses the advantages of mobile to solve it. 
The easiest way to illustrate this is around our ‘Smart’ apply. When we decided to tackle job applications via mobile, we used what we had learned from listening to large enterprise organizations. They were suffering from tremendous drop-off rates in the ATS apply process on a desktop and it was even worse on mobile. We looked at the ATS apply process from beginning to end and improved it in our solution. For example, the typical ATS login creation screen is where almost 30 percent of all drop-offs occur. We decided to give our customers the option of moving this from the beginning to the end of the apply process. So now jobseekers can quickly move from the start to the end of an apply without running into the decision of what to choose for a login.
4. Okay – so from a HR Practitioner perspective – help me with this question.. How does someone “Apply” to a job and yet have none of the EEOC questions answered? Am I not running afoul of the government?   
The good part about our apply solution is that this is not a problem. We are delivering to our customers a completed application. Everything required is gathered in our apply process such as EEOC and job specific questions. We have built a universal API that can recreate the complete ATS apply process, optimize it and then submit complete applications back into the ATS… just as if the jobseeker had completed the apply process on their desktop.  
5. What does your user base look like so far and what are you seeing ? {Brag a bit on numbers, etc..} 
When we started MoBolt, we spent most of our first six months as a company developing our solutions. We did not aggressively go to market selling our products until early 2013 but the response has been phenomenal. Everyone we show our solutions to really sees the problems we are trying to solve for them. Some of our ‘Smart Apply’ clients include Electronic Arts, Autodesk, Deloitte, CompuCom, and Experian. AT&T has our mobile employee referral solution and it has been incredibly successful in terms of the thousands of employee referrals it has generated for them.  
6. Scott, I am also a HR data geek – so are you seeing anything interesting in the data – like are mobile applies at night, etc.?  
To me, what I’m finding most interesting is that our mobile sites are seeing high growth in traffic and applications. For example, one of our clients is a top 10 brand worldwide β€’  a global apparel and sporting goods manufacturer. They receive more than 5,000 applications monthly via our mobile apply solution and have seen a 400 percent increase in applicants from smartphones since April β€’ and it’s still growing. Also, 80 percent of the users who start the apply process finish it, and a staggering 94 percent of users rate the apply experience as ‘easy’ or ‘very easy.’
Our conversion rates across all our customers are significantly higher than what the same customers have on their desktop apply process. Conventional wisdom dictates that our conversions should be fewer because it is much more difficult to apply from a mobile device versus a desktop. But that isn’t the case. Our ‘user login’ technology that is patent-pending is reducing candidate drop-offs at the very first step of application.
7. Lastly, if anyone wants to learn more about MoBolt while at the HR Technology Conference – what should they do?
Visit booth 752 or tweet @mobolt and we will come and find you πŸ™‚ 

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