Attrax insights

Why you should stop investing in job boards
Why you should stop investing in job boards now

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Blogs

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Blogs

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7/26/2017

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Job boards and job aggregators are a staple of recruitment life. Collating millions of jobs from around the country- and, for larger sites like Indeed, the world- these sites make it easier than ever for candidates to find the right job – or do they?In an industry where 72% of job searches start on Google, and the advent of Google for Jobs has shaken up the recruitment industry, the battleground has moved. Search engines are now where you need to be seen, and your visibility is now defined by how good your SEO is and how your careers site is configured. Whilst job boards do provide visibility, they only promote your jobs from their platform, without promoting your brand or making you stand out from amongst your competitors.Now is the time to be investing in a new careers site. Not only is it a good chance to update your look and create something that is streamlined and fast, but it will also help you to increase your engagement and candidate conversion. Instead of relying on job boards to promote your material- which will quickly be shuffled further and further down the results page as it becomes older and less relevant- a careers site will do your talking for you. It will let you give priority to your own jobs, and connect to social media so you can boost your profile online. It will even help you to develop your brand through a tactical application of content marketing and original, fresh blog content.A new careers site also has the potential to revolutionise your visibility online. If you use an ATS, your jobs will be hidden from Google and won’t show up on any search engine results pages. A good careers site can integrate with your ATS and give Google access to your jobs, sending traffic straight to your website; if it’s configured correctly, some job aggregators will even pull the information from your site and show it on theirs- for free. Having your own, correctly configured, well-maintained careers site will go a long way towards boosting your SEO, placing you higher up the search engine rankings page when a candidate searches for a keyword. With the advent of Google for Jobs, SEO and the strength of your careers website will become vitally important. Given that Google for Jobs prioritises careers websites over job boards and aggregators, and ranks those websites according to SEO, investing time and money into a careers website will not only give you an edge over any entries posted on jobs boards but will boost you those vital extra places beyond your competition. It'll even help boost your employer brand: how's that for efficient? It's time to stop investing in job boards and focus your attention on a better careers site. Check out our eBook "Planning and implementing a new careers site- building the business case" or contact us.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Google Hire goes live worldwide
Google Hire goes live worldwide

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Blogs

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Blogs

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7/20/2017

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Last month, Google launched Google for Jobs, a radical new venture aimed at revolutionising the recruitment industry for thousands of job searchers. This week, it launched Google Hire: a new integrated app which looks set to do the same for HR management software. The HR technology market is currently dominated by companies like Oracle and SAP, which haven’t radically overhauled or updated their systems and basic offerings in years. Google Hire aims to change that; using technology cribbed from Bebop, the startup that it bought in 2015, the app works as a job applicant management tool aimed at small to mid-size businesses, of approximately less than 1,000 employees, looking to hire new recruits.  What does it do? Hire essentially makes it easier for recruiters to keep track of and communicate with their prospective candidates. The ATS itself is integrated with G Suite, which itself comprises apps like Google Calendar and Gmail, so when HR managers email their candidates they can set up meetings and interviews which will then be automatically synced all through the apps in G Suite. It also lets employers track the candidate’s contact information, resume and calendar invites on their candidate profile; following the interview, fellow interviewers can then share their feedback about the applicant in the same space.To make things even easier for recruiters, the applicant’s profile and information can also be easily exported into Sheets, Google’s version of Excel, to keep track of and monitor candidate pipelines.  Google Hire also provides many insight reports on your hiring processes and pipelines, and these can also be easily exported out for analysis in the same way too.  How does it integrate with CRM features? One key lacking feature from many older ATS platforms has always been solid CRM features, which work to nurture relationships with candidates over time. Typical ATS workflows have tended to be focused on one-off transactional applications ending at a “no” for the vast majority, and a “yes” for a lucky few. With many older ATS systems, CRM features have at best been somewhat of a “bolt-on”, and one that is not truly integrated with the rest of the system. Like many other, newer, ATS entrants, Google Hire has focused a lot on integrating CRM features throughout their product, for example easily surfacing what they call “silver medalist” candidates: those who didn’t quite make the cut in previous hire campaigns.    Who's it aimed at? Though the amount of profile data available to recruiters does depend on whether the applicant voluntarily shares their information with Google and in turn with that employer, Google Hire promises to make it easier than ever for small to mid-size businesses to recruit quality candidates. It’s currently unclear about how much it will cost to use on top of the G-Suite package, but they do state that it depends on the number of employees in the company. Google Hire does provide some features to allow jobs to be posted out to a limited number of job boards and aggregators. At first glance, these initially seem to only be free sites: for instance, mainly aggregators such as Indeed, Glassdoor and (of course!) their own Google for Jobs. However, it does look likely that they’ll increase this over time to paid job boards, too; after all, they’re already talking about being able to view the performance levels of sources of applicants, to optimise spend. To conclude Google Hire is a fascinating new venture for Google, which will allow it to reach both the employee and employer markets. Its integration with G Suite implies that Google is looking to build a more integrated experience for customers and points to an exciting- and innovative- future for the recruitment industry.  Recruitment is a fast-changing sector. To keep on top of the latest and most relevant news, have a look at our regularly-updated blog, or find out how you can make your jobs searchable on Google 

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Beatrice Caldarella

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Beatrice Caldarella

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Beatrice Caldarella

obs not showing on Indeed? How you can make the most of Google for Jobs.
Jobs not showing on Indeed? How you can make the most of Google for Jobs.

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Blogs

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Blogs

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7/6/2017

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Google for Jobs has hit the recruitment market and it’s time for businesses to change their recruitment marketing strategies, and their recruitment company websites, if they want to keep up with the rapid developments it is going to bring with it. Your careers site has huge potential. With Google for Jobs, you can increase your online visibility, whilst also decreasing your reliance on job boards and aggregators like Indeed - if you know how the system works. What does Google want from the results it ranks? It favours content that is fresh and original, rather than having been published on a variety of different websites: as the original publisher of any job vacancy, you will have priority over job boards and aggregators, even heavy-hitters like Monster and Indeed. As all the aggregators have been excluded from Google for Jobs’ search rankings, now is the right time to invest in a careers website that will do the talking for you.  Put simply, it is fair to assume, for the time being, that your careers website, or recruitment agency, will always rank above any job board or job aggregator on Google’s newest addition to its search engine, and so the sites that you will be fighting for recognition with will be competing careers websites. If the site is configured correctly, Google will also be able to access your jobs and display them on Google for Jobs; furthermore, a well-built, ATS-integrated, careers website, will do wonders for your SEO, boosting you high up Google for Jobs’ rankings and making it more likely that you will be seen online.  How should you invest? Should you be investing more in job boards now that the aggregators like Indeed have been excluded from Google for Jobs? You have two options: you can either back the job boards and hope Google doesn’t do to them what it is currently doing to Indeed, or you can spend the same amount of money on a new recruitment company website, which will generate its own SEO, improve candidate user experience and enhance your employer brand. The impact Google for Jobs will have isn’t fully clear, one thing is: it’s smart to put your money on improving your own digital assets.The recruitment industry is always changing. Find out how it will affect you: subscribe to our newsletter on the right or have a look at our blog for more insights.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Google for Jobs goes live in the USA
Google for Jobs goes live in the USA

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Blogs

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Blogs

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6/26/2017

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Google’s latest innovation, Google for Jobs, went live in the US last week, and the new add-on to its search engine promises to revolutionise the recruitment industry. Dealing in everything from entry level to high-end jobs, Google for Jobs contains a number of filters that will let candidates find the right job, letting them refine their search by location, date posted, title, category and even commute time.Google for Jobs promises huge changes for the recruitment industry. Google’s immense power, and its ability to pull jobs from websites all over the internet, just like an aggregator, will make this another key battleground for talent. From this week Google will recognise terms such as jobs and recruitment when they are typed into the search bar and deliver a job widget above the organic results, giving significant visibility to these opportunities. Websites like Glassdoor and LinkedIn, which, we are told, have partnered with Google for Jobs, will likely gain more visibility from this new enterprise, but Google for Jobs’ main aim is to provide ever more relevant results to job seekers which likely means that they will focus on driving more traffic to direct employers and recruitment agencies. Companies with up-to-date, correctly-configured careers websites are therefore at an advantage. Indeed, a cursory glance at the results makes it clear that there are no aggregators in there, though there are plenty of job boards. The result? It’s not the end of jobs boards by any stretch, but the chat online is that this is going to have a very negative impact on all job aggregators. Only time will tell.Needless to say, this constitutes a significant shake-up for digital recruitment. All of the implications are as yet unclear, but SEO and content marketing will certainly become even more important for companies wanting to increase their visibility online. In fact this could create a whole new branch of recruitment SEO that we will all need to get to grips with, and fast.  orem Ipsum is simply dummy text of the printing and typesetting industry.  What should you know about using Google for Jobs? According to Google themselves, recruitment sites need to have the relevant schema applied to even begin to rank in Google for Jobs; this means that the need for engaging and informative job adverts with accurate jobs titles and locations has never been more important. When was the last time you checked the quality of your jobs adverts? Now might not be a bad time to start doing so. Don’t forget Google for Jobs is currently only available in the USA so visit www.google.com and try for yourself- though you will have to use www.google.com/ncr to disable the country redirect.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Planning a Digital Marketing Strategy

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Blogs

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Blogs

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6/14/2017

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So you've built a brilliant careers site, with all the features and functionality you need to engage candidates and encourage them to apply to your vacancies. But how can you raise your profile online and engage potential applicants in a competitive recruitment market? With a good marketing strategy, you should be able to market your company effectively from multiple platforms, get your voice heard, and build your employer brand- and reputation within the market. In part two of our eBook series, we’ll look at planning your digital recruitment marketing strategy, and will help you to answer the following questions: What is more important to you, quantity or quality of candidates?Which type of paid advertising is right for you?What is SEO and is it an important aspect of marketing to your careers website? Have a look at our other eBooks for all the tips and tricks you need to create a stellar Digital Marketing Strategy.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

How content marketing is the key to building your brand
How content marketing is the key to building your brand

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Blogs

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Blogs

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6/12/2017

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Your company’s employer brand is one of its most important business tools. At its most basic, your brand is created from the opinions and reputation that your business has amongst its customers: it tells them what to expect from the products and services you offer. Building a strong brand is key to maintaining a healthy business, and to do so you need to forge a good relationship with your customers that will make them more likely to buy from you, rather than from your competitors. This vital relationship starts with content marketing- or, recruitment online marketing. Why content marketing?  Employer branding is all about creating a good impression with your customers, and building an engaging and interesting online identity. Content marketing is an ideal medium to start your branding journey with because it centres around creating and sharing information with the aim of attracting an audience. 49% of marketers are beginning to create content that helps the buyer along their journey, as content marketing isn’t about selling your products; it’s about writing engaging, relevant content about the industry you’re operating in, and helping your customers move to the next stage of their customer journey with you as a result.  What is good content marketing? The main aim of writing content is to build a relationship between your business and customers, and marketers know this: 53% of them say that writing content for blogs is their top priority. For this to happen effectively, you need to know what your customers want and the state of the market that you are operating in inside out. How does the content you’re writing help readers to understand what’s going on, or address any challenges they may be facing in the current market? Your content needs to inform and engage customers, explaining relevant issues for them: for instance, a customer services recruiter could write a guide on the best strategies for dealing with unreasonable customers, thus appealing to and attracting readers from their key demographic.A good recruitment online marketing strategy is all about connecting with others. The better you know your audience, the better you’ll be able to communicate with them and create a receptive, loyal following. Through writing, you can establish your brand as a thought leader in your field, which will in turn foster trust between you and your readers. As the strength of your brand is dependent on a positive customer experience, the more personalised and engaging you can make your content, the better. Branding beyond content When you market your company through writing content, you also get a great chance to seize control in the way you brand your organisation. This is your chance for you to tell the world what your company mission is, what you stand for and what your core values are. Branding is all about the impression that you leave your customers, whether through the products and services you sell or the things that you write on your company blog. 80% of people want brands to tell stories: it’s all about creating a consistent message that people will come to associate with you. The content, images, format and customer experience that you communicate to your audience will eventually become your brand message, so make sure what you’re putting out there is what you want people to remember you by! Branding and SEO Content marketing will also pay off in making your brand more visible. One of the key advantages of content marketing is that if it is good quality and relevant to the industry you are operating in, it can form part of your SEO strategy too, boosting you further up Google’s search results page and therefore increasing traffic to your website. It’s like a positive circle: the more you create good content, and the more you share it online, the more visible you become online- and visibility is the key to building a strong, easily-recognisable brand. Content marketing is an invaluable resource that you can use to create a strong and easily recognisable brand out of your business. From building relationships with your customers to establishing yourself as a trusted online source, when you market your content correctly you can even make it easier to become more visible online.Interested to know more? Contact us or check out our blogs for the latest news and tips.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Why SEO should be at the heart of your recruitment strategy

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Blogs

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Blogs

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5/26/2017

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When it comes to recruitment, the key to getting a high number of applications- and a high number of quality candidates to apply- is visibility. Nobody is going to apply to your job if they don’t know it exists, but in the fickle and increasingly competitive world of job recruitment, it’s becoming increasingly difficult to get your name out there. Jobhunters generally base their applications around the results that crop up on their search engines: Google has become the new recruitment battleground.  Get noticed The key to making yourself stand out from the crowd and getting those all-important applications in is SEO, or Search Engine Optimisation. At its heart, SEO is the practise of improving your website to make it more visible on search engines: engines like Google rank their searches based on a number of criteria such as how many ‘trustworthy’ links are in your website, having the right keywords in your content, and whether it’s been recirculated on social media. Putting Search Engine Optimisation at the heart of your recruitment strategy therefore means that everything you do will be centred around making your careers site as visible as possible, which is the ultimate aim of any recruitment agency or department. Improving your SEO is a case of addressing several different areas of your marketing campaign and website, from the URL addresses you use to the frequency with which you include a key word in your blog posts: it’s therefore easy to build a digital marketing strategy around what needs changing in order to push you those valuable few spaces beyond your competitors.  Start posting content Indeed, the best thing about having an SEO strategy is that it's easily incorporated into both content marketing and your social media. Given that a large part of a site’s visibility on Google is based upon how many key words are present on a site, and on the interlinking of content, it is easy to write content tailored to address and increase the visibility of your job posting, or website, which also has the side-effect of strengthening your brand and your brand visibility. Many job aggregators like Indeed will also often automatically pull information from the careers site if it is configured in an SEO-friendly way, and compile them into ‘organic listings’, further increasing the traffic that you will receive online and the applications that you will receive.  This strategy will ultimately allow you to better compete against other businesses and recruitment agencies, especially as most jobhunters only select the first three or four Google entries when hunting for job opportunities. Using SEO simply provides an extra incentive to strengthen your brand and increase your visibility online, which in turn will bring you more job applications and conversions. SEO is an excellent investment: the gains you make through using it, though slow to start with, will last for years into future, giving you a spot high up the Google results page for years to come. In short, when looking to build a market-leading brand, look no further than your search engine.  Attracting top talent with Attrax Staying on top of your SEO is vital if you want to engage high-quality candidates. Our careers site system is powered by AI, allowing it features and functionality that let you create a user experience that attracts the top talent ahead of your competitors. For more insight have a look at our eBooks, or get in touch to hear from a member of the Attrax team.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Why Google For Jobs is going to shake up the recruitment industry
Why Google For Jobs is going to shake up the recruitment industry

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Blogs

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Blogs

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5/23/2017

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Google is one of the most powerful companies in the world. We interact with it daily on our phones and desktop PCs. Whether it’s research, finding the location of your next business meeting or using Gmail, it’s hard to escape the reach of Google; the word has even become a verb. If you work in recruitment you’ll know that 80% of job searches start on Google and that number is probably set to go up with their most recent project. At the Google I/O conference in Silicon Valley last week, the company’s CEO, Sundar Pichai, revealed the company’s plans for the next year, and one of its new initiatives, Google For Jobs, has huge repercussions for the recruitment industry. What is Google For Jobs? It’s basically an add-on to Google’s search engine. Job hunters who want to find a job simply have to search for jobs they want - for instance, ‘publishing jobs’- in Google’s search bar, and the search engine will find jobs nearby that meet the brief. The new initiative will let customers browse all levels of jobs, from entry level to c-suite, and will also have a number of filters that will let you find the right job by location, date posted, title, category and even, we have been promised, commute time. Though the job market has become increasingly crowded over the past few years, there’s every reason to expect that Google For Jobs will shake up the recruitment industry as a result. For starters, this platform will be one of the first to use Google’s increasingly sophisticated AI system to classify job titles depending on what a jobhunter types into the search bar: for instance, a search for ‘retail jobs’ will not only bring up jobs with ‘retail’ in the title but ones like ‘store manager’ and ‘shop cleaner’. This will likely make it a good deal more sophisticated, and easier to use, than any of the current job boards and job aggregators that people use today, such as Indeed, Monster or Facebook Jobs.  Is Google going to compete with job boards? Despite this, Google remains adamant that it is not going to compete against these sites: yet. Instead, it is planning on going into partnership with them, collecting the data for its job searches from LinkedIn, Glassdoor and Facebook: when job hunters select the listing from Google they’ll be taken to the site that hosts them, boosting traffic to those sites. Nevertheless, there is every reason to be wary: after all, what Google is doing - getting the data for its jobs from job boards and recruitment agencies - makes it a job aggregator in much as the same way as Indeed, the current industry leader. This means that Indeed will soon be up against some very stiff competition.Google seems optimistic about its chances with this new initiative, with its CEO saying that “it addresses an important need and taps our core capabilities as a company from searching and organising information to A.I. and machine learning.” Time will tell whether Google For Jobs will be able to go toe to toe with current giants like Indeed and LinkedIn, but one thing is for sure: with its increasingly sophisticated AI system, smart way of collating data, and massive existing customer base, it certainly poses a new and innovative way of searching for jobs.

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See how top UK companies have successfully implemented new careers sites

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Blogs

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Blogs

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4/24/2017

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At Attrax, we've helped many businesses transform their careers sites and marketing strategies. With the right careers site, you can dramatically improve how you attract and recruit the industry's best talent. Here are some of our success stories:  Vue Entertainment Vue Entertainment has a strong brand and a key demographic of potential employees who are all digitally engaged. As one of the top three cinema chains in the UK, Vue recruits a huge number of people every year, but their original careers site did not reflect the strength of the brand’s identity and provided a poor user experience for potential candidates. Most of their traffic came from expensive job boards that were no longer particularly successful due to the constantly changing digital landscape.Attrax wanted to inject some personality into the website, putting the employees at the heart of everything and giving potential candidates a window into what working at Vue Cinemas is really like. We integrated their careers site with their existing ATS, allowing the jobs to be housed on their actual website, rather than on a separate ATS. This improved the user experience and also meant that the jobs were visible on search engines for the first time.Less than a year after the launch of the new site, Vue had received a 70% increase in visitor traffic. Key engagement indicators also grew, meaning that people were getting a much better user experience and were actually wanting to stay on the site. The new careers site has also meant that Vue Cinemas don’t need to rely on job boards: all their candidates arrive on the site via Google and Indeed.  npower npower was another company who needed help attracting the right number and calibre of candidates to their site. They also relied on 98% of their annual hires coming in through recruitment agencies.Attrax highlighted the importance of npower as a brand and steered the focus back towards it. After surveying 200 npower employees to find out what makes npower unique, Attrax created tailored content, designed to be published across multiple channels.The new content was then housed on their new careers site, which was also mobile friendly, integrated with npower’s social media channels and Google optimised. Before the launch of the new site, npower was recruiting nearly all their roles through recruitment agencies. Within 12 months, they were making 80% of their hires directly through their careers website, saving them around £2.4 million on agency and job board spend. PPHE Hotel Group PPHE Hotel Group's existing careers site had a poor candidate experience which did not reflect the nature of the hospitality industry. There was also the problem that the existing digital strategy was not enhancing the various brands within the group.Attrax developed a single careers site where talent could be shared across the entire group, whilst still retaining the individual brand personalities. The new site was also integrated with the existing ATS meaning that the PPHE jobs were now visible to non-branded, organic Google traffic. The result was that, 12 months after launch, the site had received a 400% increase in visitor traffic. The PPHE Hotel Group careers site now has a conversion rate of 13%, an impressive increase on the industry average of 5-8%.A new careers site can provide a much-needed change for your business. But it has to be managed effectively. By adding the right features and functionality and constantly measuring its success, your careers site should be one of the most important aspects of your digital marketing strategy. Attrax are here to help Our multiple award-winning careers site system, seamlessly integrates with market-leading ATS like Taleo, Lumesse, Successfactors, Smartrecruiters, Harri, Avature and Workday. Attrax provides your future talent with personalised employer branding, relevant content, and jobs based on their interaction with your careers website. Want to hear more about how a careers site system can boost your conversion rate? Get in touch.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Find out how to measure the success of your new careers website
Find out how to measure the success of your new careers website

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Blogs

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Blogs

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4/19/2017

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Creating a digital plan for your new careers website takes time and resources, especially if it is a plan that is tailored to your particular site. A careers site is one of the most essential marketing tools for your brand. But, there is no point having a carefully constructed, well thought out digital plan for your careers website if you have no way to measure its success. You are investing in the future and so you need to be able to prove that the changes you made were worth it - or to be able to find out that they weren’t. But firstly, you must establish your recruitment marketing objectives to figure out the specifics of what you will measure. Fundamentally, this is about tracking the source of your successful hires, allowing you to modify your recruitment marketing accordingly. Invest in the futureThe main aim of digital recruitment marketing is to invest in the future and so it's worth investing in your own digital channels rather than relying solely on paid advertising. This gives your own channels longevity, providing your business with another platform from which to promote your brand.Now, the point of developing a cohesive digital plan for your careers website is to try and get as many candidates to your website as possible. But, much like measuring your overall success, you need to know how those candidates got to your website in the first place, whether it was from owned, earned or paid media channels. The specific details are vital to seeing where you are succeeding and to understanding the changes that maybe need to be made to your strategy. To truly understand your performance, you need to measure the success of your website through every step of the candidate’s process, from shortlist to first interview and then onto final interview.There are principally two ways to see your website traffic source. Google Analytics is a simple platform to use once you have set up goals on your website. It's quick and easy to see top performing sources by numbers, but you won’t be able to see what happened to the candidates after they have completed their application. At Attrax, we can match the hired or placed candidates from the ATS with the website database to complete this final stage, allowing you to have a complete picture of the recruitment process. However, be wary of an ATS that requires a human to enter the source as it might not always be accurate enough. Measuring the key metricsWhen measuring the success of your new careers website, there are several key metrics to be aware of. Firstly, you need to keep an eye on the traffic to your site. You need to be able to spot the trends and the compare them year-on-year. Google rankings are also vital to keep an eye on. Take the time to find the terms and phrases you want to rank against and monitor their performance. Conversions, generally in the form of applications, registrations and any other way of submitting a CV to your website, are worth noting as it will be essential data when it comes to looking at the overall success of your website.Probably the most important aspect that you should be monitoring is your conversion rate. To calculate it, add up all your conversions and divide them by your traffic number. That will give you your conversion rate. By monitoring this each month, you can gauge the efficiency of your UX (user experience) and the quality of your job adverts. If your conversion rate is below 5%, you might want to consider reviewing workflows and content on your website.Having a new careers site is a great benefit to your business. But, there is no point investing the time, resources and money into creating this website, unless you have the strategy and means in place to measure your success. It is only through measuring the various outcomes that you will be able to justify the changes that you have made and constantly tweak aspects of the website. This ensures that you have a well-functioning and effective careers website. Do you want to learn more about what features and functionality your new careers site needs? Check out our latest eBook here - or if you want to chat technicality, get in touch with us.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella