[SERIES 2 of 4] Your recruitment website and the impact of mobile

The mobile revolution and recruitment websites. Recruitment is increasingly online, and if something is online, that means it must pay homage to mobile web visitors, they’re EVERYWHERE, they’re a growing and impatient breed that comes in any shape and size, and you ignore them at your peril.

1. Mobile responsive website

Firstly, you MUST have a responsive website. It’s not a ‘craze’ or a ‘new thing’ anymore, if you don’t have it, you’re very, very behind. Simple. The reasons are vast and growing. To name but a few:

  • Google prefers mobile friendly sites
  • visitor retention is dramatically improved
  • it demonstrates your business as being technically savvy

As if that wasn’t enough, it has also been stated that 84% of jobseekers think job organisations would benefit from mobile friendly sites.

I could go on all day about the techniques of responsive web design in its own right, I’m talking removing slow loading massive images, making sure the text is readable from ‘chest height’ on a smart phone etc etc – but this article is focussing on recruitment sites. That article will come another day, or you can always contact us for further details.

2. Job applications on mobile

The importance of this is growing constantly. For instance did you know that 7 out of 10 people have searched for roles on their mobile? or that 86% of people with smart phones would search for jobs using their phone?

There’s a bit of a dead end with mobile recruitment sites, the ‘upload your CV’ feature. Easy to achieve on a desktop, not so easy on a mobile, without being able to ‘browse’ files or copy and paste documents as such.

All is not lost however, there are ways and means this can be achieved:

1. Linkedin profile URL field

For your mobile/tablet version, why not add a ‘URL to your Linkedin profile’ field? Clearly this is exclusive of those who do not have a Linkedin profile or are not IT literate enough to achieve it, however certainly for those in administrative, office or mid to senior level positions would likely be able to achieve what it requires, and most savvy recruiters know Linkedin like the back of their hand.

2. ‘Dropbox link/Google Drive link to your CV’ field

Again – requires a level of tech-savvy, but many will be familiar with such services, most of which are free for the amount of memory required. Why not add a small ‘i’ in a blue circle with a quick tutorial of how to upload one’s CV and create a link?

3. ‘Email this page’

Finally, a nice bold ’email this page’ link at the bottom of the job description, this will mean they are able to read through the spec on the bus, decide if they want to apply, then quickly ping the web address back to themselves for later review/application. Job done.

3. Social media prominence

People love using social media on their phone. Fact!

Make sure you make use of the fantastic free services from social media sharing providers like ShareThis or AddThis to get the share features updated on your site, particularly on job descriptions and blog article pages. Remember in the 2010s digital marketing is all about SHAREABLE content, not just something that you think is great, but nobody else will care about.

All of these features must be considered for your site – the facts are too compelling to ignore.

Looking for some inspiration on how this could be applied to your site? You might be surprised, it can sometimes be a lot easier than you might imagine, cheaper too!

Give us a shout anytime for a quick chat.

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*Stats and predictions source: enhance media feature, Recruiter magazine, Dec 2013

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