Shoppers want to make significant purchases on their laptops. Retailers really want them to do more on their phones.

Lately, the retailers are winning more often.

Mobile e-commerce has for years been hailed as the future of shopping . Online shops as well as airlines and hotels have upgraded and pushed apps or mobile-optimised websites as a way to get our attention—and access to our wallets. By using push notifications , mobile-only deals and other levers, vendors can tempt customers to make quick, unplanned purchases.

It’s finally working, as this past holiday season was the first time mobile-revenue share surpassed desktop, reaching 61% on Christmas Day, according to data from Adobe .

But that increase masks what shoppers say they want, particularly when it comes to large purchases. They often call these “big-screen purchases”—shopping done on computers. You might not like a retailer’s app or mobile website. You might prefer a web browser with extensions that track coupons or price changes. You might just want a second window open to check a calendar or a map.

And the laptop’s extra friction makes shoppers more careful: Many people say they have moved too fast on a phone, accidentally buying the wrong plane tickets.

As more companies amp up their mobile offerings to lure more shoppers away from their laptops, it’s good to be aware of the differences, especially if it could mean saving money.

Highflying purchase

Amanda Natividad, a 38-year-old vice president at a Los Angeles marketing startup, says she always opens her laptop before making a purchase.

She uses browser extensions to search for coupons and maximise credit-card benefits. It’s also easier for her to fill in her credit-card information with her computer in front of her and her password manager on hand, she says. And she can more easily double-check her calendar when booking flights.

“It’s just an old ingrained behaviour,” Natividad says. “It’s a flight, better use my computer for this.”

Many people tend to be on their phones while they’re distracted or in transit, but they use their computers when they’re at home or in the office, making it easier to focus, says Tim Calkins, a professor of marketing at Northwestern’s Kellogg School of Management.

“If you’re thinking about taking a vacation, early on you might be browsing through lots of different options and thinking generally about all the wonderful places you can go,” he says. “It is a very different mindset when you’re ready to spend thousands of dollars on booking the actual trip.”

Chasing convenience

Sarah Baicker, a 39-year-old content-marketing and communications manager in Washington Crossing, Pa., feels comfortable using her phone for almost every task or purchase, especially now that she’s chasing around a 2-year-old daughter. She booked a flight on the JetBlue app on New Year’s Day when she realised some credits were expiring.

“Sometimes it’s more annoying to make a purchase on a phone—that doesn’t bother me,” Baicker says. “I’m not bothered by a little bit of extra work for the sake of the convenience of not having to track down a secondary piece of technology.”

Companies have worked to make mobile purchases even easier. Services such as Apple Pay, Google Pay or Shop Pay automatically add in our billing and shipping information to our orders. If we’re shopping in an app, we’re usually already logged in and don’t have to dig up our credentials. (These are also available on laptop browsers, but they function smoothly within many mobile apps and shopping websites.)

Mobile shopping also scratches an itch for consumers who are scrolling their social-media feeds, with endless posts and stories shilling products to buy. When it comes to impulse shopping, 48% of people are likely to do so on a phone, compared with 19% on a laptop and 10% on a desktop, according to Slickdeals, a website that tracks sales and coupons.

The convenience factor seems to be working for many companies. In 2023, people shopped for flights on the United Airlines app 123 million times, a 23% increase from the year before, says a United spokeswoman. On Airbnb , 54% of total nights booked last quarter were done on the app, up from 49% booked during the same period a year ago, the company reported in its most recent quarterly earnings.

HotelTonight, which is owned by Airbnb, has long been a mobile-first company, with more than 90% of bookings happening on the app, and with some deals only available on mobile, says Ron Sandel, general manager of HotelTonight.

“At the end of the day, we’re a last-minute booking app. If you’re booking on the go—like so many of our users often are—you’re not pulling your laptop out to do that,” Sandel says.

A wider view

Though mobile shopping is becoming more popular, it still can’t make up for a bigger screen.

Logan Medeiros, a 23-year-old lifestyle and beauty content creator in Montreal, always pulls up her laptop to make a large purchase—such as her latest trip to Vancouver, Canada. The bigger screen makes it easier to open multiple tabs to compare hotels and flights.

That extra display real estate also prompts her to use her laptop for other purchases, such as buying clothes.

And more-mindful shoppers use their laptops to prevent impulse buys.

Alexander Lewis, a 31-year-old ghostwriter for tech companies and executives in Austin, Texas, set rules for himself to follow before buying anything online, such as mostly purchasing on a laptop and waiting at least a day before making the final call.

He says when he gets back to his cart, he often wonders whether he actually wants to read a book or own an article of clothing he saved.

“Having the internet always around us is an easy way to mindlessly spend our attention and also spend our money,” Lewis says.

Asics , the 75-year-old Japanese sneaker brand, is having a moment. So are its shares.

The running-shoe maker’s stock price has quadrupled in total return terms over the past two years. Its financial performance is strong: Revenue in its last reported quarter grew 14% from a year earlier while its operating profit surged 53%.

Asics has long been a well-loved brand among the running community. Around a quarter of 54,000 runners who finished the Paris Marathon sported a pair of Asics, including both winners in the men’s and women’s races, according to the company.

In fact, even Nike can trace its roots back to the Japanese company. Nike began its business in the 1960s by importing and distributing shoes from Asics, then known as Onitsuka, in the U.S. Onitsuka Tiger remains a high-end fashion brand within Asics.

Asics has benefited from the Covid-19 pandemic: More people picked up running as a hobby when they had nothing else to do. At the same time, people working from home began giving priority to comfort in their footwear—discovering that lightweight shoes with cushioned soles designed for running are pretty comfortable for walking around in, too. Running-shoe upstarts such as Hoka and On Holding have also seen explosive growth in the past few years. Hoka’s sales in the quarter ended in March surged 34% from a year earlier, pushing shares of its owner , Deckers Outdoor , to record highs.

The performance running shoes segment is Asics’ largest by revenue, and it has tried to maintain a close-knit community of runners. Asics acquired Runkeeper, a popular fitness-tracking app among runners, in 2016. In recent years, it has been acquiring race-registration companies, including Njuko Sas in Europe and Register Now in Australia. Its loyalty program has nearly 15 million members globally.

But outside of runners and Onitsuka Tiger, Asics was perhaps best known for “dad sneakers” —a style of shoes that are picked more for practicality than aesthetics. Lately, however, some old Asics designs have become unlikely fashion symbols. Youngsters have apparently eschewed conventional beauty standards and embraced the uncool: Crocs and Hoka are some other examples of “ugly shoes” that have seen an explosion in popularity.

Asics has done its fair bit, too. Its collaboration with designers from Vivienne Westwood to Cecilie Bahnsen have generated lots of buzz on social media. For example, its redesign of its 2008 Gel-Kayano 14 sneaker with Canadian design studio JJJJound has been a smash hit . The shoe can sell for more than $1,000 on online marketplace StockX. Asics was the fifth most-traded brand on StockX last year, rising from No. 10 the year before. Revenue for the company’s more fashion-minded SportStyle division grew 52% year over year in the last reported quarter.

Even better news for investors is that the company has been more profitable, too. Operating margin in its quarter ended in March was 19.4%, compared with 9.5% two years earlier. Partly that is because the company has shifted its product mix to more premium products. It has also been selling more directly to customers than through wholesalers. Around 64% of its sales were through wholesale in the first quarter, down from 74% three years earlier. E-commerce sales have risen from 13% to 17% of sales.

Asics trades at 34 times forward earnings, according to S&P Global Market Intelligence. That is a similar multiple as Deckers Outdoor but higher than bigger peer Nike, which trades at 25 times. The premium could be justified if Asics could keep growing its sales with better margins.

Asics is sprinting ahead. It still has room to run.

Nine-hundred eighty-three people applied online for a job posted recently by tech recruiter Rob Tansey. The candidate who got the offer wasn’t one of them.

Tansey, who scouts potential hires for aviation-software maker Veryon, received a half dozen referrals from a woman he knew from past job searches. One of those six quickly became the front-runner. That’s often how Tansey operates: He estimates that just 40% of successful applicants come in cold through his company’s job portal.

“There’s an idealist in me that wants to look at all the résumés,” he says. “The reality is you just can’t.”

Who-you-know networking is back. As the number of job applicants has swelled in recent years, the key to landing a new position often turns on a personal connection that can pluck your résumé out of online obscurity and ensure it’s seen by a real person.

Behind the resurgence: frustration with the digital slog that bogs down U.S. hiring. Many hiring managers and applicants agree that the ease with which job hunters can respond to help-wanted postings has broken the online-application process by creating high volumes of candidates that hiring managers can’t hope to parse through. Meanwhile, applicants say automatic screening tools are shutting them out of opportunities.

Reverting to referrals threatens to undermine corporate diversity efforts, which were supposed to be aided by online applications. Software promised to democratise hiring by reducing human biases, but wider talent pipelines have overwhelmed some employers to the point where they’re reaching for what’s worked in the past.

To promote the use of connections, some employers, like software giant Dassault Systemes , have increased cash rewards for employees whose recommendations lead to hires. Others, including the University of Miami and its health system with 20,000 total employees, have launched new referral-bonus programs. Corporate hiring software can allow companies to identify referred candidates first, boosting those applicants over the competition.

Whether recommendations come from in-house or outside the company, the advantages are significant, according to data compiled by the hiring-software company Greenhouse. For roles that were posted on Greenhouse job boards and filled in the first quarter of this year, applicants with referrals had a 50% chance of advancing past an initial résumé review, compared with 12% odds for other external candidates.

Thirty percent of eventual hires had referrals, even though people with referrals represented just 5% of the applicant pool.

“Candidates are so desperate to get noticed, and they’re asking, ‘What’s the cheat code? What’s the way to get through the filters?’” says Jon Stross, Greenhouse’s co-founder. “Get referred. It really increases your chances of getting through the first filter.”

AI arms race leads to frustration

The renewed reliance on networking comes as applicants and hiring managers are struggling to navigate the software that now dominates recruiting.

Companies are swamped by applicants in part because many job seekers are newly relying on ChatGPT and automated bots to fire off large volumes of résumés, or using other shortcuts like LinkedIn’s “easy apply” button.

Some human-resources professionals lament that cover letters sound eerily similar, as if written by the same nonhuman.

Candidates fume when they click “submit” and don’t hear back—and sometimes even when they do. Amanda Palasciano, in Red Bank, N.J., scored an interview for a senior copy-manager position as she sought a job in advertising. The catch was that her interviewer was an avatar, not a person.

The video call was awkward. Palasciano, 42, had a short window to record her response to each question. She didn’t know where to look. Soon after, she was rejected.

“It put a bad taste in my mouth about the company,” she says. “If that’s how much reliance you put on brand-new tools over people, this isn’t the right place for me.”

She decided to stop applying online and started asking former colleagues about short-term openings , aiming to convert one to a full-time job.

“This front door is locked,” Palasciano says. “We’re going through the back door, or we’re not working.”

Fewer applicants, higher quality

Lindsay Broveleit, a Minneapolis-area vice president at the marketing agency Matato, didn’t bother posting a job listing online when she needed to fill a midlevel role this spring.

She feared that listing the position on LinkedIn or the company’s website would bring throngs of low-quality applications—and she was anxious about how truthful AI-enhanced applications might be.

“A couple of years ago, I would have absolutely pursued more digital channels that are more public-facing,” she says. Not now. “We don’t want that many applicants. We want good ones.”

She thought to tap her and her colleagues’ networks to fill the role, but she soon reconsidered—even those personal channels have become oversaturated with first- and second-degree connections looking for work.

Employees are “inundated with people asking for their help to navigate into open positions,” she says.

She contracted a staffing agency instead.

Whether using agencies or their own employees, more companies are turning to people to vet prospects.

Laserfiche, a maker of content-management software, has a longstanding employee-referral program and a renewed commitment to contact everyone who is recommended by an employee.

The guaranteed outreach does not ensure an offer, says Vice President of People Jenny Bode, but it is a chance for candidates with unconventional backgrounds to make a case for themselves. With about 400 applicants for a typical opening, that’s an opportunity not afforded to everyone.

Bode values referrals partly because one helped bring her to Laserfiche in 2022. She wasn’t even looking for a job when she heard from a former co-worker she’d kept in touch with.

“She reached out to me and said, ‘I have this position. Do you want to interview for it?’” Bode recalls.

Alison Mincey introduced referral bonuses of up to $2,500 when she became chief human resources officer at the University of Miami in 2022. She estimates one in 10 hires now starts with an employee referral. The program, she says, also helps with retention: Employees are more engaged when their input is valued, and newcomers are more likely to stay and thrive when they already know a co-worker.

A flawed but indispensable system

On Greenhouse’s platform, when employees submit referrals, the software prompts them to “consider referring people from underrepresented backgrounds.”

That can be a challenge. People tend to know—and therefore recommend—people like themselves, says Ruth Thomas, chief of research and insights at PayScale, a compensation-management firm. (PayScale itself has lately doubled its usual share of new hires found through referrals, to 30%.)

Referral networks tend to reinforce demographic imbalances . A PayScale survey of 53,000 workers found that white men land more jobs and bigger raises through referrals than others because they are more likely to be connected to corporate decision makers.

Hiring managers might say, “They were in my club at Princeton, and therefore, they’re a good person,” says John Horton, an associate professor at the Massachusetts Institute of Technology’s Sloan School of Management and co-author of a recent paper on artificial intelligence in hiring. “If people start to retreat away from an open market, and it happens much through who you know and references, that would be bad.”

Cisco Systems is leaning more heavily on referrals for hiring than it has in the past. But the network-equipment company knows the approach can run counter to diversity efforts, so it also launched an effort to hire more people of colour and workers without four-year degrees, says Macy Andrews, vice president of employer branding for people and purpose. That hiring initiative looks to identify candidates with transferable skills rather than mandating college. Cisco so far has made over 100 hires through the initiative.

The company is looking to cut through the online-application morass in other ways as well. Cisco recruiters now visit college campuses with preprinted offer letters, so they can snap up students who make strong impressions.

“There is a bigger point here, which is that the process of sending in résumés and having thousands—sometimes millions—to go through isn’t the wave of the future,” she says.

No connection, no luck

Samuel Joynson, of Venice, Fla., launched a thoroughly modern job hunt after he lost his job when his company went through a reorganisation. He enlisted ChatGPT to edit his résumé and draft emails and cover letters.

The language didn’t sound like him—so he changed his approach.

Joynson, 28 years old, switched to writing his own letters and emails, investing about two hours into each application. He also pushed himself to contact everyone he knew at major tech companies including Apple, Google and Microsoft , where he talked to a friend from college. On calls, he asked them about their experiences at the companies, the office environment and remote-work policies.

“I took the approach of making it as human-based as possible,” he says.

Joynson’s old-fashioned strategy paid off. Many conversations led to introductions to other employees within his target companies. He landed a role and started as a senior technical program manager at Microsoft in April.

Francisco Denis recently discovered that connections—or lack thereof—can make all the difference. He says he was a finalist for a project-manager role at Disney but was told by a recruiter that the company decided to hire someone who had worked there in the past and could plug in immediately.

Denis, 40, has applied online for more than 100 jobs this year after moving on from an unsuccessful startup. His efforts have yielded only a handful of interviews, a jarring turn from a couple of years ago, when he was routinely headhunted. He’s pouring energy into networking for the first time in his career, reconnecting with former co-workers at companies he’d like to join. He often shares his résumé and describes his arduous job search to show that he’s not looking for a handout.

Still, even a system that relies on human connections can be gamed. On Fishbowl, an app for workplace venting and career advice, users have started a forum dubbed “Job Referrals!” It has drawn hundreds of thousands of members seeking endorsements from people they don’t know.

“Anyone willing to provide a referral to Amazon ?” one user posted.

In lieu of a handshake or business card, another offered an emoji: “Looking for a referral for Spotify, thanks in advance :).”

Bogus referrals could be win-wins for the people who give and receive them. The applicants gain an edge and, if they’re hired, their sponsors might be entitled to referral bonuses.

The companies that extended the offer? They’re left with one more hiring strategy that can’t be trusted.

More Americans are profoundly lonely, and the way they work—more digitally linked but less personally connected—is deepening that sense of isolation.

Nick Skarda , 29 years old, works two jobs in logistics and office administration in San Diego to keep up with his bills. After a couple of years at the logistics job, he has one friend there. He says hi to co-workers at his office job but doesn’t really know any.

“I feel sort of an emptiness or lack of belonging,” he says. Juggling two jobs leaves Skarda exhausted, with little energy or time to grab drinks with co-workers . “It makes it harder to go in and give it your all if you don’t feel like anyone is there rooting for you,” he adds.

Employers and researchers are just beginning to understand how workplace shifts over the past four years are contributing to what the U.S. surgeon general declared a loneliness health epidemic last year. The alienation affects remote and in-person workers alike. Among 1-800-Flowers.com ’s 5,000 hybrid and fully on-site employees, for instance, the most popular community chat group offered by a company mental-health provider is simply called “Loneliness.”

Consider these phenomena of modern work:

It is a marked shift from even a decade ago, when bonds fostered at work helped compensate for declining participation in church , community groups and other social institutions. As the American workday becomes more faceless and scheduled , the number of U.S. adults who call themselves lonely has climbed to 58% from 46% in 2018, according to a recent Cigna poll of 10,000 Americans.

The faceless workday

The disconnection is driving up staff turnover and worker absences, making it a business issue for more employers, executives and researchers say. Cigna, the health-insurance company, estimates that loneliness is costing companies $154 billion a year in absenteeism alone.

“Work is social, it’s a lot more than a paycheck,” says James McCann , founder and chairman of 1-800-Flowers.com.

Earlier this year, 1-800-Flowers.com moved from three days in the office to four to boost a sense of connectivity among workers. It has also begun tapping workers across teams to serve as designated hosts during lunchtime, encouraging people to sit with colleagues they don’t know in common areas and chat, and suggesting conversation topics.

While today’s workers have more ways to connect than ever, “there are only so many memes and jokes you can send over Slack,” says Maëlle Gavet , chief executive of Techstars, a pre-seed fund that has invested in 4,100 startups. “We tend to have more and more people with back-to-back calendars, more meetings and less connections.”

Gavet says that is especially the case for hybrid workers on in-office days, which they tend to use to dash from one meeting to the next.

Paradoxically, meetings can make people feel lonelier—and even more so if the meetings are virtual, behavioural researchers say. A 2023 survey by employee experience and analytics company Perceptyx found people who described themselves as “very lonely” tended to have heavier meeting loads than less-lonely staffers. More than 40% of those people spent more than half their work hours in meetings.

In Cincinnati, Kelly Roehm says she came to chafe at the meetings—sometimes as many as 12—consuming her day after joining a consulting company in 2021. She would often feel her eyes glazing over as she multitasked on other screens.

“It’s like you’re a zombie, there but not there,” says Roehm, who lived 10 minutes from the office but worked mostly remotely because she says few colleagues typically came in. It is a more common setup as companies distribute teams across more locations: At Microsoft , 27% of the company’s teams all worked in the same location last year, compared with 61% in 2019.

She compares that experience with her time more than a decade ago at a company now owned by AstraZeneca . There, she enjoyed lots of social outlets at work: a Weight Watchers group and a lunchtime crochet club.

“Now if I were to think about asking, ‘Hey, do you want to participate in something like this,’ it would just sound weird,” says Roehm, who left this year to focus on her own career-consulting business. “There wasn’t that emotional attachment that made it difficult to say, it’s time to move on.”

The power of small talk

Office chitchat, sometimes an unwanted distraction, seems to provide more benefits than many people realise, says Jessica Methot , an associate professor at Rutgers University who studies social ties at work.

In a study of 100 employees at different workplaces, Methot and fellow researchers surveyed participants at points throughout the day. They found those who had engaged in small talk reported less stress and more positivity toward co-workers.

Even exchanging pleasantries with a co-worker you barely know can help, says Sarah Wright , an associate professor at New Zealand’s University of Canterbury who studies worker loneliness.

“We used to think loneliness has to be overcome by developing meaningful relationships and having that degree of intimacy,” Wright says. “More and more, though, we’re seeing it’s these day-to-day weak ties and frequency of [interactions] with people that matters.”

Such interactions are substantially harder to replicate in a virtual environment. “The default now is, I have to schedule time with you, even if it’s five minutes, instead of just picking up the phone,” says Katie Tyson , president of Hive Brands, an online food retailer founded in 2020 as a fully remote company.

The frictions add up, she says. Last fall, the company added an office in New York where employees voluntarily gather a couple of times a week to foster more cohesion.

Coming to the office, even on a hybrid basis, tends to yield a roughly 20% to 30% boost in serendipitous connections, according to Syndezo, which analysed survey data and email and messaging traffic from more than two dozen large companies.

Yet there are diminishing returns to time in person, says Philip Arkcoll , founder of Worklytics, which analyses workforce data for Fortune 500 companies. Coming in once a month provides a significant boost in ties; two or three times a month adds a little more, Worklytics data show. Once or twice a week results in a smaller increase, though, and working in-person four or five days a week makes almost no difference.

A business priority

Ernst & Young has asked managers to use the first five minutes of team calls to engage in conversation “as real human beings,” says Frank Giampietro , whose title, chief well-being officer for the Americas, was created in 2021 to help support employees during the pandemic.

The professional-services firm is also training employees to spot and reach out to co-workers struggling with issues such as isolation. To date, more than 1,600 employees have taken the training.

One challenge is that American workers have sacrificed connection for productivity, says Julie Rice , co-founder of fitness chain SoulCycle. These days, with more business contacts preferring video calls, she finds breakfast meetings and coffee dates on her calendar have been replaced with Zoom. Though efficient, such video calls are less likely to yield conversations that can turn into useful professional connections or lasting friendships, she says.

“Even people I’m meeting with here in New York, we’ll just Zoom,” she says.

Last year, Rice co-founded Peoplehood, a company that runs “gathers” to improve connectivity and relationship skills, and employers are signing up. One, a beauty-services business with hundreds of field employees who never see each other, asked Peoplehood to host a series of gatherings for workers to meet and share job advice. Another, a marketing company with far-flung employees, requested help after surveys showed staff wanted to feel more connected.

“Whatever relationships we had pre-Covid have sort of run out of gas,” Rice says.

Good luck prodding employees to socialise, though. Nearly all the 150-odd staff at the Pleasanton, Calif., headquarters of Shaklee, the nutrition-supplements company, used to attend annual Earth Day gatherings, which involved community service, lunch and breaking early for the day, says Jonathan Ramot , the company’s North American human-resources director. Office happy hours, bowling outings and “mix and mingles” were also robustly attended.

Now that the workforce has gone remote, last year’s Earth Day event attracted 20 staffers, even though most workers live nearby.

“We have a lot of people asking for in-person events, but when we plan them, they don’t show up,” Ramot says. “Then they complain they’re lonely.”

This past April, Shaklee instead held a mandatory get-together with the chief executive, who had relocated to Florida during the pandemic and was in town. About 100 employees gathered at a brewery for food, drinks and conversation—and no speeches from the bosses.

There was a buzz in the air, Ramot says, as staff hugged and delighted in seeing each other, some for the first time. “People were saying, I miss this,” he says.