For the third and final part of our series, we turn our attention to the candidate-focused recruiting website. Our goal is to help recruiters reach their intended audience. In Part 1 we took a broader approach to understanding how best to determine the audience of your recruiting website and how to cater your digital presence to reflect that audience. In Part 2 we considered what best practices should be implemented in order to develop a compelling and effective client-focused recruiting website. For this final installment, we consider what defines a candidate-focused recruiting website and what elements are integral to its success.

There are several focal points that we could discuss in terms of creating a dynamic candidate-focused recruiting website. Of all those points, two continually prove to be the most vital:  resume submittal and job search. Before discussing those factors, we need to consider perhaps the most overarching element of a candidate-focused recruiting website:  responsive design.

Candidates Are Mobile

According to Recruiter.com, 68 percent of the job seekers between the ages of 18-25 use mobile devices to conduct job searches. It is especially relevant to consider this particular statistic comes from 2014. This means the top of that range is nearing 30, therefore expanding the pool of mobile-device using candidates. With a market that has grown even more saturated with mobile devices, every candidate-focused website requires responsive design. Designing a website that considers its mobile audience is imperative; consequently, its important to remember these elements when considering resume submittal and job search functions.

Resume Submittal

The primary reason for candidates have for visiting your recruiting website is to find a better, more exciting opportunity. If you are not providing uncomplicated access to opportunities, they are going to abandon your website for someone who is. Resume submittal can quickly become a jumbled mess, with candidates vying for different, and sometimes faulty, formats and designs. Therefore you might encourage candidates to fill out a form in lieu of submitting a resume. This is a misstep. Many of your candidates are already on a mobile device; therefore, ask yourself if you would be likely to complete an entire form while on your commute or lunch break. If you are truly working to create a candidate-focused recruiting website, you have to keep your candidate first. Make a process that allows them to quickly and easily supply you with their information.

Job Search

Again, the ultimate goal of candidates is to find that next great job. You have those jobs, so you should make it easy for your candidates to discover those opportunities? Prominent, attractive calls-to-action encourage your candidates to search your jobs. A strong SEO strategy helps qualified candidates find you through search engine results. This is essential to maximizing the effect of your job search function on a candidate-focused recruiting website. As a result, you should be mindful of how responsive your job search function is. A mobile-friendly job search page that is intuitive and easy to navigate can mean the difference between making placements and missing great talent.

Is your candidate-focused recruiting website responsive and mobile-friendly? Do you make it easy for you candidates to submit resumes? Do you provide easy and accessible job search functions? If you’re doing these things then you are well on your way to a more productive candidate-focused recruiting website.