Last year, marketers learned that few consumers want to pinch and zoom their way to a purchase. New SEO changes also debuted, prompting a mad dash by most companies to implementthose changes so their sites would be mobile-responsive. Now that it’s 2017, marketers who failed to get on board are already feeling the effects; for whose who haveyet to remedy non-responsive sites, the next few months won’t be forgiving. Marketers who have taken the necessary precautions, however, can move on to optimizetheir users mobile experiences. Creating a mobile-friendly experience that streamlines a customers checkout process will make all the difference. Start by decreasing the length of your bandwidth as much as possible. Mobile users are far less patient than those usinga desktop . A slow loading page can snipe out conversion rates faster than the words other options. Use social media logins to reduce the hassle of having to create an account. Customers who have the time to rethink purchases are more likely to re-shelve products. Your aim for a mobile-friendly site is that it get consumers out the door as fast as possible, hopefully with a bag in tow. 2.
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Subscribe Shutterstock It can feel awkward to ask a recruiter or an HR person “How much does this job pay?” Read More HereThere is no reason it should be sticky to talk about compensation. The most responsible and talent-aware employers lay out the pay rate for their open positions. Either they mention the pay range in the job ad or they tell you as soon as they contact you about the job, “Here’s what the job pays.” There is no reason to withhold salary information apart from a desire to be cagey with applicants. Watch on Forbes: If a recruiter, HR person or hiring manager can find out what you earned at your last job before they tell you how much they’ve budgeted for the position, maybe they can bring you on board at the bottom end of the pay range — or even below it. That is unethical, and it’s bad business, but there is a lot of unethical behavior and a lot of bad business in the hiring process almost everywhere you look. When a company recruiter or a third-party recruiter contacts you about a job opening that might be a good fit, it is always appropriate to ask them “What is the pay range for the position?” If they say “I don’t know” or “That is still being decided,” get off the phone or end the email correspondence with them, because they are lying. Nobody recruits for a position without knowing the pay range — it would be absurd to do so. If you reach out to an employer and they invite you to a job interview, you can go to the interview without establishing the pay range because you contacted them. You can meet them and decide whether you want to continue the conversation.
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