Almost all CRAs now claim to have some sort of mobile solution that does everything from gather basic information, to drug screening scheduling and even allowing applicants to check status and see the results of their background check.
So it’s not enough anymore, to just have a mobile solution, you now need one that offers a variety of features and most of all that it works.
The new benchmark now is completion rate. In the overall market of mobile anything above 66.1% will put you in the top 10%.
The reason is the number of completions means the applicant has successfully gone through the process, entered the necessary personal information and initiated the background check without HR having to manually do the job. If mobile is not designed for completion, abandon rates soar, and it actually ends up slowing the process and increasing interaction with support and HR.
There’s a significant value to completions because it means HR is not spending time manually entering applicant data, which in turn improves accuracy as well as speeds up time to hire. It also provides a better applicant experience because they are able to enter data on the goal and have control of their information.
The primary goal with every form is completion. Eight factors have a major impact on completion rates:
Again, it’s easy to say you have a mobile solution. It’s harder to build one that actually gets high completion rates. After processing more than 100,000 applicants with our mobile Swifthire, deverus has a completion an average completion rate of more than 74%, some weeks it gets to 76%. Our goal is 80%. But think about even 70%. That means 70% of the time, applicants are doing the work for HR, and getting the information faster and more accurately than ever before. The value is incredible because it actually gives HR more time to focus on the things that matter and not simple data entry. Contact to deverus to see how we can improve your completion rate, provide better value to HR, and improve the overall hiring experience.
deverus is a third party technology and platform provider for background check companies (CRAs). At a minimum, CRAs use technology to drive fundamental parts of their business. I would argue that it plays a fundamental role in everything they do. Regardless, no one would argue that it’s not a critical part of surviving and for sure thriving to grow and get ahead of the competition. And being one of the four major companies providing technology to over three quarters of the industry, deverus has a unique perspective on the technology trends driving this industry.
One not so obvious but prevailing trend is that the industry as a whole is rapidly being divided into two categories: high growth CRAs doing double digits and thriving to the top, and the rest, those in the single digits, or with flat growth on an endurance race to the bottom.
It’s undeniable that high growth CRAs have made significant investments in technology and innovation. It is THE driving force behind their growth. They’ve made these investments principally to keep up with: (1) the new demands of user experience brought on by newcomers and advancements in expectations on ease-of-use, (2) the out of control ATS referral madness through integrations, (3) the mobility of the workforce, and (4) complex, cloud based, infrastructure requirements for scalability. But most of all, they’ve made these investments to keep up with the other thriving CRAs and to take market share away from the rest.
Most of these high growth CRAs chose to build and maintain their own platform. They own their own roadmap. They have capable teams who develop new products and required features, make the necessary system configurations for new client onboarding, while still meeting enterprise client custom workflow expectations. These capabilities are born from the fact that again they own the roadmap, the code, and thus their own destiny.
Unlike the rest of the CRAs who didn’t choose this route and went on a third party platform, the high growth CRAs are not beholden to a platform with legacy code, competing roadmap items, disparate client needs, and a lack of innovation DNA or an unwillingness to make R&D investments. These high growth CRAs understand that technology is an investment to achieve their aggressive growth goals. Some analysts believe that a technology company, and I submit that a CRA meets the criteria of a technology company, should be spending at least 15% on research and development of new products and services alone. Remember this number is above what it costs just to operate and maintain their technology. The high growth CRAs get the cost of operating a platform and the need for R&D. They see it as a competitive advantage, make the investments, and as a result, are pulling away from the competition. Good for them. They will continue to see tremendous growth as they take the lion’s share of valuable customers from the other declining CRAs who do not invest in technology.
The race to the bottom, on the other hand, actually contains those CRAs who have not made significant investments in technology. They are mostly on one of the four major third party platforms like deverus. Combined we have over over 700 out of 900 total CRAs on our platforms! That’s a huge number of CRAs and businesses using third party based platform technology.
Third party platforms have been around since 1996. deverus started in 1997. In the beginning, platforms were successful in allowing smaller CRAs and startups to get up and going with very little upfront and ongoing costs. After all, it is a pay as you go model. We all say, “Use what you need, We do everything for you”. It worked great for a long time. So good that now over 700 companies are using third party platforms! We helped all of these small companies service millions of businesses that otherwise didn’t have the resources or wherewithal to develop and maintain the technology that drives their businesses.
Fast forward to today. The huge problem now is that in most cases, the platforms are buried in legacy code, with disparate custom workflows, competing client needs and an overwhelming amount of customization requests, not to mention the pressure of managing numerous small and unsophisticated customers who drain support time from the larger ones.
The difference between high growth and platform CRAs is that while the former understands the costs of technology investment, the majority of the 700 platform CRAs truly believe that paying click fees is an investment in technology. They are more focused on driving down the cost of those clicks than investing in technology. The critical fallacy committed is that a platform click fee to operate the software is not an investment in technology, it is merely paying for the cost to operate it! But many platform CRAS have a, “how much can I get for as little as possible” mentality while not understanding the long term consequences. The vast majority don’t see us as a technology investment, nor allow us the margins to create better technology. On the contrary, they see us as a click fee that must be driven down. This is at their own peril. The growth companies should appreciate this point because that means an overwhelming number of CRAs clearly do not have a growth mindset, thus the race to the bottom.
That said, there are 5 to 10 companies on platforms, with revenue over $30M, growing at a fast clip. Unfortunately for them, time, resources and the essence of the platform business model are against. These CRAs have worked hard for market share using the right sales, service and market penetration strategies but are now plagued with being on a third party platform stifling their growth. Indeed, the platform they chose is now actually keeping them from growing by being: (1) on 20 year legacy code, (2) treated like any other customer and waiting in a queue for even simple support and changes to the system, (3) by not having the architecture and infrastructure capabilities to truly help them scale, (4) limited integration capabilities and prioritization discipline, and finally, (5) the simple fact that they look like at least 250 other CRAs.
The trap is that once a platform is chosen, it’s very difficult to impossible to switch. What’s more, what’s the true sense in switching if all the platforms have the same problems with no possibility of owning their own roadmap much less their own destiny.
Finally, one huge elephant in the room is that at the end of the day, they don’t own the code or a license to the software. We do. This means they don’t control their own roadmap, but more importantly they don’t control their own destiny. Ask any PE firm, when platform CRAs look to sell, they will take a humongous ding on their valuation for not owning their own technology. Don’t let anyone tell you different.
If you decided early on to build a home-grown system and own your roadmap and destiny, good for you. You understand the costs of technology and obligingly make the investments necessary to grow and scale. By most accounts, you made the right decision! You are growing faster than the rest and stand poised to win even more market share. And when you are ready to sell, you are going to maximize your valuation.
If you are a CRA on one of the four third party platforms, you really need to ask yourselves some hard questions: Will I survive? Does this platform have the ability, means, road map and desire to separate me from the rest, and help me scale to my goals? Am I willing to make the true technology investments that will help me grow my business? How can I get out of this box? Is there a 3rd party platform strategy that meets my long term goals and objectives?
deverus has seen first hand the limitations of being on a third party platform. We know the good, bad, and ugly. That said, our mission from day one has been to help CRAs grow and reach their full potential. But over the last 20 years, we’ve found there’s definitely a resource limitation on who we can truly help grow and those CRAs who truly want to take the risks and make the investments to grow. That’s why we currently have only 50 CRAs on our platform while our nearest competitors’ have more than two hundred and fifty. We decline most CRAs looking at our platform because they do not understand what investments are truly necessary to compete. They don’t have true growth strategies. They are looking for the lowest cost solution. They are cost cutting their way to the bottom.
In the past 2 years, deverus has invested more than $2 million in bringing our select clients onto Amazon Web Services’ latest cloud based infrastructure. We spend an estimated $1 million annually to maintain and expand on it. In the same amount of time, we invested over $2.5 million on integration technology and $2 million on mobile, and millions annually maintaining them. We continue to invest heavily on research and development for the “what’s next?” to make sure we stay out in front for our clients. We understand technology costs and we are willing to make the investments and we look for partners who can appreciate our value and who are also willing to make the investments.
Yes we are still a platform and we own the source code and the roadmap. We have some of the same challenges as the other third party platforms, but we have worked tremendously hard to innovate, to scale, to stabilize, all while creating a whole new model to help these larger companies scale, take control of their own destiny, own their own roadmap and own license to the source code with managed services to maximize their valuations.
If you find yourself in the position of being a high growth CRA, but limited by your current platform, give us a call and let us talk about a model that fits your growth plans.
When Checkr soft launched their free background check to applicants branded, Better Future, a few weeks ago, they took a huge shot across the bow to change the foundations of our industry in a big way.
CRAs need to take notice because the implications are broad and deep on so many levels. With its arrival to the industry just a few years ago, Checkr has done an amazing job at disrupting the business of background checks from technology, to process, to integrations and even customer acquisition.
deverus had been thinking about pre credentialing employees for a long time. We envisioned a not too distant future, (hint we are already working on this) where employees preverfied themselves prior to applying for jobs and then having the results updated daily through databases and a validation code in their apple wallet or app. They would present those credentials to HR upon applying for a job or even having it on their digital resume. HR would verify the credentials, and the process would move along smoothly and quickly. We believed the applicant would pay for such a service if it sped up the process while giving them more control and transparency around the information provided and the process in general.
But we got it wrong. When Checkr began offering free background checks they changed the game. They are going to get the process in the hands of as many applicants as possible and tie it to job openings and get referral fees for anyone who applies. They will ultimately also get revenue by making it easy and cost effective for HR to verify those results and move the applicant through the process using their background check services.
Why should CRA’s care? It’s simple. If they get mass appeal, which given their funding, buzz, and marketing expertise, they will, then eventually the plan will be to make the process so simple for HR to verify those results using Checkr background check platform. When this happens, you can see a mass exit of clients to Checkr because they just made the process much better for applicants, faster, easier and ultimately more cost effective for HR.
And remember, Checkr is backed by more than $100M in venture financing from Silicon Valley where market disruption is the rule, not the exception. The background check industry is about to change in a big way, are you ready for it?
I just returned from the HR Tech conference in Vegas last week. It was amazing. I spent 3 days wandering through the exhibit hall filled with huge players like Oracle, Microsoft, Google, IBM, ADP, and industry standards including Cornerstone, Indeed, SAP, and Monster. All the ATS were there. And like always there were a ton of startups hawking new innovations in payroll, benefits, job boards, AI, candidate selection machine learning, and more more. This was by far the biggest and most exiting HR Tech I’ve attended.
What was the common theme with all these exhibitors? Mobile. It was literally everywhere. Almost every vendor was showcasing their services on a mobile device. The message: “The future is mobile, get ready for it.” I was blown away with how far the user experience has come. There was so many cool ways mobile was being used to automate just about every process. I saw huge demos being conducted in every other booth filled with potential clients getting a look at all these new and exciting services delivered through a mobile experience and they were eating it up.
Why is this. It’s simple. We are in the tightest job market where everyone is fighting for talent, and younger job seekers are on their phones all day. They use text and they don’t use email. If you want their attention, you have to text them and then provide an experience that makes it easy and effortless to apply for a job. The statistics are overwhelming. HR technology companies get this. From Oracle, Microsoft, to ADP and Cornerstone, to the smallest players providing niche services, they are capitalizing on mobile big time.
And then there were all the background check companies. The main 7 were there as well as a sprinkling of smaller ones and even three startups.
But what struck me was not one CRA, except the startups were showcasing their technology, much less mobile. In fact, nothing in their marketing messages spoke to anything other than what they’ve been saying for 15 years. Speed, Accuracy, Compliance, Services, Support, Global, same old, same old… The funny thing is while all these HR facing companies where showcasing their technology on mobile, the largest background check companies were using gimmicks to attract attendees. I saw everything from a magician, airbnb vacation giveaways to carnival games. It was actually kinda bizarre. Why were they not showing their frontend technology and mobile if they had it. It was after all, a TECHNOLOGY CONFERENCE!
I came up with three possible reasons.
(1) HR Tech is not the main HR show. It’s SHRM and it is true they were all scaled down booths realizing that there’s more tech people than HR prospects. No reason to spend much money and resources for showcasing your technology and platform. I get that.
(2) They don’t really have compelling mobile solutions or technology that looks presentable when compared to all the amazing solutions that are all around them, so better to stick with what you know, basically what 900 other CRAs are saying.
(3) The background check industry, including the largest CRAs are so out of touch with the future, they can’t even contemplate how the background check could actual evolve and embrace this future and really improve the user experience in all its now current and future manifestations. Instead they focus on compliance, turnaround time, coverage, great customer support, and accuracy. The result is everyone is saying the same thing and proving that we are a commodity.
And here is the important part. By everyone saying the same thing, with no real differentiators, all focused on the same value propositions, it means we are a commodity. To all the HR tech providers we are just a checkbox, a pain in the ass, a backend process that needs to be minimized as much as possible so their customers can have a great employee life cycle experience with their company. It’s funny, because almost every background check company I talked to complains about the ATS invasion. They are taking over, pushing us to the background, raising referral fees, switching customers, making us a commodity. I say, hell yes, because we’ve let it happen. We’ve done little to stay out in front, to give HR something to keep us at the front of the experience. What do you expect?
So what do you do? Here is what I’ve been saying and believe it now more than ever after HR Tech Vegas. You have to provide a mobile solution for the applicant to fill in information and check status and results. And it can’t just be a crappy reduced website. It must make it easy for the applicant. It must have text. It must be easy to use. It must be slick and brand-able for HR. It must represent a great experience that shows off the company's ability to move a candidate smoothly through the process. When you do this, you stay in front of your customer. You offer a differentiator and a little bit of glue to keep them from moving to competitor when an ATS gets a better revenue share deal.
I have to say, with the trends I’m seeing, I’m actually pessimistic about our industry. I’ve been in it for 20 years and our reluctance to embrace new technology, our focus on the same differentiators, and inability to really innovate, has left us relegated to a backend process where we are really almost all the same. What will happen is a continual move towards more commoditization, more pricing pressure, more industry consolidation. A few companies will come out on top and will continue to survive providing the same services but they’ll make it because they were able to win on price and eat up competitors and own the market.
My only response is we need to provide some innovative technology that keeps us relevant, that keeps us in front of HR, that really provides value to the customer. I believe that mobile is a step, it’s a right direction, but only a start. We need to continue innovating with AI, machine learning, make the background check so pervasive they don’t even know it’s happening while become faster and even more accurate.
More than a year ago, we introduced the idea of a mobile solution for applicants to background check companies with little or no interest. Most said that customers were not interest and the current way of getting applicants into the process worked fine.
We begged to differ because of the research we had done on how much time applicants spend on their phones searching for jobs, completing applications, and just generally occupied on mobile media most of the day. We believed that we could create an easy to use mobile solution, we could improve the applicant experience, speed up application processing time and provide transparency through the process. This seemed like a win/win for everyone.
We are happy to report that our bet paid off. For the past couple of quarters deverus’ Swifthire Mobile has been live and taking the market by storm. We have been overwhelmed by the number of brand named businesses adopting Swifthire Mobile. They say it is “a must have tool” to initiate the background check process given today’s mobile workforce. In the past few months the number of applicants has grown more than 220% week by week. Clients are winning business and can’t get HR on fast enough. It’s success is beyond what we had imagined.
So the question for CRAs is, if it’s indisputable that the market is going towards mobile, if you do not have a mobile solution to take advantage of this trend that’s here to stay, what is your strategy?
We are seeing more and more CRAs coming to deverus behind the curve, about to lose a customer, missing an RFP, or generally wondering how they can catch up when the market is moving past them.
We’ve been working hard helping these companies use Swifthire Mobile to quickly adopt a mobile strategy that helps them compete in the marketplace. We’ve created an onboarding model that let’s CRAs get Swifthire Mobile in their client’s hands in days, instead of months.
Join our webinar on Friday the 14th 2018 to see how Swifthire Mobile is shaking up the industry and how you can get on board!
In the employment screening and background check world, innovation is one of the most powerful drivers of growth. As the labor landscape changes and companies look to hire the best, the cutting edge of technology offers significant competitive advantages for early adopters. Growing your customer base through innovation isn’t always a straight-line process like marketing, but it’s a valuable investment to attract customers over time.
In a recent study by deverus, researchers discovered a significant impact of innovative new platforms on growth. Background check companies using the deverus platform outperformed the industry growth average by 100%. Firms on the cutting-edge platform saw year-over-year growth of 20% in their operations. Software improvements and cloud technology translate to faster and more reliable results for your customers, and those “wins” translate to faster and more sustainable growth.
One of the challenges for innovators in any industry is aiming at a target. Without a deep understanding of your customers’ (and their customers’) needs, it’s impossible to hit the mark with your research and development efforts. Most of the world’s executives, business owners, and managers are too far removed from customer-facing roles to keep a good handle on their needs. Effective communication between customers, front-line staff, developers, managers, and leaders can be time-consuming and cumbersome. It’s not something you can afford to ignore, however. The best companies in the world are the ones that listen to their customers and help them innovative with useful technology and improvements.
Innovation isn’t a goal – it’s a continuous commitment to being better. It’s not enough to create slick, new software packages or a killer application. If you aren’t in touch with the needs of your customers, it’s all for nothing. Business success is the goal of any for-profit organization, and it’s key to push for innovation where it benefits the end-user. No one will care if you solve a problem that they don’t have.
One of the most powerful forces in the background check industry is “smartsourcing” or outsourcing key business processes to reduce costs AND push for innovation across business units and strategic partners. It’s no longer enough to move parts of your operation to low-cost providers. The best companies in the industry look for opportunities to innovate and improve, inside and out of their direct management control.
At deverus, we drive innovation to improve our customer’s ability to perform. We help our clients improve their results through better technology, better platform integration, and powerful back-end cloud computing. With faster performance and more reliable tools, our clients rely on us to remove any bottlenecks in their recruiting and HR management processes. With a cloud-based platform, we offer 99% uptime and fast turnaround to deliver the best possible background check solutions, all at a lower cost than our competitors.
One of the major challenges for an innovator is the interoperability of our platform with our clients’ software and IT systems. Any smart innovation will account for the limitations of existing platforms, so we work hard to develop our new technology with legacy support. Driving innovation in-house and beyond the walls of deverus is an important goal for our team, and our customers rely on us to help them grow through investments in their own IT infrastructure and training. We are all in this together, and the future is bright for background check companies that adopt innovation into their daily practice. At deverus, we are here to help you along that journey.
Mobile-focused development has eclipsed the desktop and is delivering a big impact on many aspects of business communications and corporate design. From website to platform UX, the mobile experience is becoming the most important tool for managers and business owners. The background check industry is no exception – mobile is here to stay.
Candidates, HR professionals, and hiring managers can all benefit from the proliferation of mobile devices. Smartphones and tablets bring a host of changes to the digital world, and it’s imperative that you tailor your offering and platforms to meet the needs of both desktop and mobile users. Mobile still has some limitations, but the advantages are profound. Smaller screens with different dimensions demand a different approach – you need to offer concise and clean layouts to make your platform or site usable on different devices. Touchscreen applications open up a new world of possibilities to your users. Push notifications can make the difference between applicant engagement and applicant apathy.
With mobile-first design considerations, your productivity and effectiveness can increase dramatically. Over half of all job applicants are using mobile sites and apps to search for their next opportunities. Without mobile design considerations, you can risk losing applicants’ interest. Failure to deliver a positive mobile UX for your users quickly translates to higher compliance costs and poor completion rates. User input is the lifeblood of the modern recruitment process, and it’s up to you to deliver an effective and easy-to-use platform for your stakeholders.
Background check providers and HR technology companies need to embrace the new world of mobile computing. As the devices become faster, more powerful, and more ubiquitous, the gap between mobile-first and mobile-last will continue to grow. Don’t get left behind! Make sure your platform looks and feels great on any device. Thorough research and user testing are a must in this new mobile world we live in. Candidate background screening is now a mobile-based process for the vast majority of your potential users.
Mobile applications create new opportunities to attract and engage your audience. Background check and other HR-solution providers need to make the move to faster, lighter, and more effective software to retain their market share and continue to grow their revenue. It’s not something anyone can avoid, but it’s especially important for companies looking to hire the best and brightest.
Let us start with a statement you might not agree with at the moment, CRA’s and background check companies are technology companies. This statement may shock you, and for some of you might be up in arms, but by the end of this article, you might just see our point. Here are the five reasons that we can consider CRA’s and background check companies technology companies.
We here at deverus have been at the forefront of this change, but for many in the industry, the demands of the consumer have adjusted the once online business into a mobile one. CRA’s need to be able to quickly and easily transition their content to mobile, while still maintaining the more powerful online option as well. This is not an easy task, and leaders in the industry have been able to master the joint mobile and traditional online spheres have flourished.
A generic website is no longer enough in our business, instead companies that have advanced plugins and easily navigable sites are prospering. With both the online and mobile side of the operation, the user experience is key, and without it, your company will be lost in the sands of time.
Background check companies live and breath on their ability to be accurate and speedy on checks. This comes down to a company’s ability to host their data and relay important information with accurate results. This can only happen with a company that is looking forward with technology, and utilizing the right sources and filters to ensure that the information the end user is not only quick but without faults.
As CRA’s are often charged to look up and store personal files, the security of these files is of the utmost importance. Thus, top-level CRA's not only employed top of the line security methods but will work with clients to ensure encryption standards are kept up. Online security is a tough business, but CRA’s depend on their client's trust in the CRA’s backend and front-end security to keep clients files safe.
For today’s CRA’s the ability to conduct a transparent and fair background check is easier than ever. By removing unneeded human interaction, and allowing for complex algorithms to search instead of humans, biases are simply removed. The result of this is a better candidate for our clients, and no matter, if they are looking for a visible minority candidate, female candidates or someone who will just be perfect for the job, a top of the line CRA, will be able to deliver them with transparent and fair ethical standards.
So, let’s review, CRA’s need to be able to go mobile, have an emphasis on the user experience, make sure their responses are quick and accurate, ensure that security is tough and produce transparent and fair candidates. Take out CRA, and you should be able to place any technology-driven HR company or even just a technology company in general. Thus, simply put, CRA’s and background check companies are truly at the heart, a technology company.
CRAs rely heavily on technology and cross-platform integrations to provide maximum usability and cross-functionality for both internal employees and external clients. It’s crucial to integrate new applications and resources into your existing platforms and services, but it’s often difficult to manage any transitions or additions without proper planning. Setting up an integration plan is a good first step – ideally before you jump head-first into any large scale changes.
Agility is an important tool to stay relevant as a CRA or background check provider. The market moves quickly, and the clients’ demands are higher with every passing year.
Without the proper ATS integrations or cross-platform functions, your CRA services won’t stack up to the competitions’. Planning for the future is often difficult when you must rely on forecasting changes to technology, but it’s an important process. A proper integration plan will make life easier as your business evolves and adds new services to support your corporate goals. Whether it’s driven by clients, competitors, or internal forces, innovation in the CRA market is a constant threat to your success.
Cloud computing, mobile applications, web services, database management – it’s hard to predict the future of background checks and CRA business models. What will the future look like? While it’s impossible to predict exactly what changes will happen in the industry, it’s important to prepare as much as possible. Integration is a driving force in the background check space, as clients demand better functionality and premier services from their CRAs and other recruitment services. Those companies that plan for integration now will be better able to meet the needs of their clients in the future.
Integration can mean many different things, but the basic idea is a merger of applications, services, and platforms into one central resource or database. As managers and recruiters rely on IT infrastructure to match opportunities to applicants, there is a growing role for CRAs to integrate into existing (and yet-to-be-built) enterprise software packages. Making life easier for the clients, their applicants, and the wider corporate community is a noble goal for CRA firms. Integration will play an important role in the growth the CRA industry, and it’s time to plan for that future now.
An integration plan is a simple step that you can take today – start thinking about the future. What can you expect from your current hardware and software resources? Are you ready to meet the challenge of a demanding marketplace with the best IT infrastructure in place?
Integration inside and outside your organization will help you build the right tools and processes to ensure the best hiring and onboarding outcomes for everyone involved.
What is your mobile strategy? It is a simple question, but for many in the background check industry, it is a complex thing to answer. From fully engaged brands, to those who have yet to innovate their company to include mobile options, the answers in this industry are truly diverse. However, when it comes to mobile strategy, it can be a little tough to even get started Luckily for you, we have brought together five tips to help you build your mobile strategy to ensure long-term success of your brand and company within the background check industry.
How are you reading this list right now, is it on your phone? The truth of the matter is that 60% of you will respond yes to this. That is a staggering number, and for those in the background check industry, it is something that we have underutilised. Our customers are more mobile than they have ever been before, and with a background check solution that offers mobile solutions, you will be well on your way to finding some new customers.
The mobile phone has changed the world, and we are not just talking about connectivity. Today’s clients want responses quickly, and mobile strategies should be built to coordinate communication between you and your customer in a meaningful way. Whether this is a communication plan based on quick e-mails, or simply an easy to use app, a responsible mobile strategy will simply turn leads into conversions.
The easiest part of building a mobile strategy is looking at on paper, the real test is when it is released to the public. A meaningful mobile strategy will consider the customer first, and how they will interact with your brand daily. A good place to start is to define the problem your mobile strategy will solve, once you find this answer, you will be able to build a mobile strategy with a purpose and a direction for your brand to rally behind.
As an online company, the data you can access is what will empower your mobile strategy. You have access to cutting-edge analytics, and trends that will help guide your strategy, and with tools such as Google Analytics you will be able to craft a message and a direction for your brand. This kind of empowered mobile strategy will ensure that your customers are not only engaged but will yield greater interaction with your site, which will lead to increased revenue for you in the long run.
Although we seem to only think of cell phones, a true mobile strategy will ensure your site, or app is compatible with both cell phones and tablets. This will ensure that customers do not face issues if they are trying to access your site, nor will they have dreaded connection problems. The last thing that you want is for your entire strategy to be derailed by a simple iOS update. To avoid this, build in upgrades to your strategy, and ensure compliance with Android, Windows and of course Apple at least quarterly.
Mobile strategies are not a simple endeavor, but when done right, a business can truly flourish. These five tips are just a starting point, and for those in the background check business, it might be time to look at what your mobile strategy is, and see if it is about time that you updated it.