Attrax insights

How to build the business case for your new careers site
How to build the business case for your new careers site

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Blogs

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Blogs

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3/24/2017

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Your careers site is one of the most essential marketing tools for your brand. It is the first place candidates will look to establish what your business can deliver, becoming the ultimate destination for many potential candidates. Your website, therefore, needs to be continually and effectively optimised.Our latest eBook will give you the context and information you need to get started on your new careers website. We realise that the process of creating a new careers site or simply improving the one you’ve already got can be a daunting task. Careers sites have, traditionally, been seen to have long shelf lives, with regular updates deemed unnecessary. The importance of a new careers site But we now live in a time of exponential change and uncertainty. The rapid development of mobile technology has increased candidate expectations of their user experience within the job application process.Your careers site now needs to be improved and optimised on an ongoing basis to keep up with the ever-changing needs and expectations of candidates. If your business has a brilliantly optimised careers website, it will help to emphasise the brand, creating a positive first impression. It also can, in the long run, save your business money as you won’t have to rely as much on recruitment marketing or job board spend. Building the business case Our careers site is a business case that needs to be continuously evolving. One effective way to measure this is by creating measurable ROI. Once you understand what your milestones for success are and how you are going to measure them, you can then develop a clear picture of the ROI of your careers site. By measuring this, you will have evidence to justify an ongoing investment in your careers site.One of the most important aspects in the undertaking of a new careers site is that, as a business, you take a collaborative approach. With careful management of all the individuals involved, in terms of the consensus and budgets, and by creating an ultimate destination for the candidates, you can develop a website that will continually perform for your business.Do you want to learn more about how to build the business case for your new careers site? Check out our latest eBook here.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

5 essential features of a careers site
5 essential features of a careers site

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Blogs

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Blogs

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1/24/2017

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Do you want your careers site to be a valuable hiring tool? To be your best source of candidates? To help you save money on job boards and agency fees? I've got good news: You can quite easily achieve all these things. Here are five must-haves for a market leading careers site that will give you the edge over the competition. Search first It goes without saying that people come to your careers site to look for jobs. With that in mind, make sure the job search is front and centre and therefore the first thing a visitor sees. If you need any extra incentive to do this, just think of Google.Google is a search engineer. What’s the first (and only) thing you see? The search bar. That’s what it’s for. This might sound like a no-brainer but you would be surprised how many careers sites have the tiniest of ‘Current Vacancies’ tabs, hidden away in a random part of the screen. Spending five minutes looking for a way to go what they came to do does not make for an engaging, user-friendly candidate experience. Customer quality user experience Spoiler alert: Job hunting is SHOPPING! Candidates are customers. The digital world means we have all the information we want at our fingertips. If we don’t find it - and fast - we move on. Job hunting is no different. We shop around for jobs like we do a pair of trainers. The first time most candidates will engage with your company will be on your careers website. That’s your chance to grab their attention and wow them with videos and profiles and ‘day in the life’ experiences about your amazing culture, your brand, your great team and so on. But don’t make them have to find all that great content - SHOW them. Think like the Amazons and ASOS' of the world with all of the relevant content together and see the difference it will make to your application numbers. Off the Google grid - jobs hidden on the ATS Depending on which report you read, between 75%-85% of job searches start on a search engine (who are we kidding, I mean Google!). It’s how we do everything else, from shopping to dating, so why should job hunting be any different? The problem with this is most careers sites don’t have their jobs on the careers page but sat on the ATS, which is a completely different site!ATS’ are notorious for being bad for SEO. This means candidates won’t be finding your jobs organically. They will find them, but through job boards and paid platforms which will cost you money and make you compete for that candidate’s attention with all the other advertisers on that job board i.e. your competition!Your ATS is important - you couldn’t do your job without it. But it’s a tool for you, the recruiter, not the candidate. Get the jobs from the ATS and onto your careers site where Google and your candidates can see them. Mobile first Again, let’s think like a shopper. If you want a new pair a new TV, where do you start? Like most people, you will start online using a mobile device - your mobile or tablet. There are hundreds of sites out there selling TVs so what happens if the site you go to isn’t mobile responsive and is hard to use? Off you go to another site.Do you know when most people search for jobs these days? On their way to and from work! Certainly not at their desk in the office, but sat on the train or bus, using their mobile device. People expect a seamless online experience across all devices on whichever site they visit. Give it to them or lose them. Social channels Being on social media might sound like another no-brainer but it's not as simple as that. Being on social media is not spewing all of your jobs onto Twitter or LinkedIn. That’s not what people use social media for, that’s what they use job boards for. Social media is where you post great blogs from your employees, videos of a day in the life working for your company, posts about your most recent team social and so on. This lets people engage with your company and your brand and gives them an insight into life working there before they have even applied for a job.Use social to promote your brand and bring engaged visitors back to your careers site. These are the candidates most likely to apply. Sounds simple doesn’t? Well, it is! 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

Recruitment: The power (and importance) of storytelling
Recruitment: The power (and importance) of storytelling

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Blogs

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Blogs

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11/3/2016

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It has been said many times in the past (and very often by me) that resourcers and recruiters need to think about their candidates as if they were customers. Thanks to the internet, we now have information about everything we could possibly need, whether that’s at our desk, on the sofa or on the train home. We have the freedom to look for what we want, when and where we want.That’s what happens when we shop and has been for some time. Now that the recruitment market has shifted to a candidates market with more jobs than skilled applicants and the convenience that technology now provides, job hunting is no different. Job hunting is shopping.Products and brands spend millions of hours and pounds investing in ways to connect and engage with their target audience in an attempt to create brand loyalty and therefore maximum purchases. One of the most powerful ways to do this is through storytelling.  Why your story counts So why is storytelling important in recruitment? Let’s think about it for a minute. We each spend around a third of our adult lives at work. Would any of us want to do that in a place we didn’t like? But how do we know what a place is like to work at before we start? Starting a new job can be a bit of a gamble. We want to know as much as we can before we make that commitment. We want to get the sense that a company’s culture is right for us.And what about the new generation entering the workforce? After countless surveys in recent years, one thing is clear: Workers are no longer just motivated by the salary a job provides. Now they are more interested in the training, the career development opportunities and the culture a company has to offer. Getting your message across Your story needs to be front and centre. Your company could be the best place to work, with engaged staff who have worked their way up thanks to your superior training and development programmes, but all that means nothing for your recruitment strategy if people only discover that once they start working there.The best in house recruiters know that telling stories about their team shows the human side of the business and gives the best flavour possible of what a company’s culture is really like. Uncover an authentic story and share it, whether that’s through your company blogs or social media channels. Make it possible for candidates to imagine what it would be like if they were working in your company.Don’t just think about the story you are going to tell but also think about how you are going to tell it. I think we have all read job ‘ads’ that describe what the job entails in long text, many with some bullet points. I think we can all agree when I say this approach is not particularly insightful or engaging. Instead, how about a video of a REAL PERSON who is actually doing the role talking about their day to day job and the company with genuine passion and enthusiasm? Wouldn’t that be a far more powerful approach, especially if that video were right next to the relevant job on your careers site? We know that it is because VUE Cinemas has been doing it for a number of years now.  Stay ahead of the curve As the recruitment market gets ever more competitive and candidates are offered increased choice, staying ahead of your competitors is more important than ever. Candidates’ motivators and drivers have changed. They want to buy into an employer before they commit to them and know that it is the company for them. The way to do that is SHOW them what life is like with the firm. Let them hear from the CFO who started as a junior finance controller 15 years earlier. Tell the story of your marketing manager who can work flexibly to help balance child care. Showcase the customer service adviser who loves his job because of his great team and the fun culture the company encourages.These stories provide a much more accurate, engaging and open window into an organisation’s culture, allowing candidates to get a feel for life at the company, potential colleagues and long term development opportunities. Job seekers are then able to make more informed decisions around whether your company suits their interests and aspirations and is right for them.The technology exists to allow you to tell stories and put all that great content next to your jobs on your careers site, where it is most relevant and obvious to potential employees. Most importantly it is something candidates want and now expect. And if your competitors aren’t doing it yet they soon will be. So why aren’t you?

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How important is a well-rounded digital marketing strategy in recruitment?

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Blogs

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Blogs

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10/6/2016

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Keeping up to date with changes in digital marketing can be a challenge for many recruitment agencies. The busy nature of recruitment, together with the complexities of SEO and risks involved in site changes and paid advertising, can often mean digital marketing is a neglected part of the business.Creating a rounded digital marketing strategy which encompasses your site, SEO and paid activities is vital for the future growth and maintenance of your online visibility. Here’s what you need: An up-to-date website Demand for fast, responsive, user- and SEO-friendly sites has only increased with the rise of mobile devices and Google search engine updates. An SEO-friendly site with the best modules and functionalities for the ultimate candidate experience is no longer a desire but a must-have solution.Each component of a recruitment site must be carefully thought out and created from an atheistic design to a clean code base. Hiring the right recruitment site design company is important when creating a solid site to work on and improve your conversion rates.  Continuous SEO and content strategy A sound SEO strategy with continuous surveillance and updates is essential to remaining visible online - the days of easy gains and quick rankings are gone. With more and more recruitment agencies, employers and job aggregators competing for the same online “real estate” (keywords), competition has skyrocketed.With the introduction of new algorithms, push for local SEO, importance of mobile user experience and growth in social media networks, SEO has become not only about the technical details but also about user experience and customer satisfaction. One must ask themselves: do I have a content strategy to engage with my audience? Am I providing answers to the questions candidates are searching? And is my content helping my SEO efforts? More focus on paid advertising With changes in the way Google displays search engine rankings positions - i.e. the removal of right-hand ads - demand for top positions has become more heated and inevitably expensive. Paid ads are only more likely to increase in stature as newer agencies and employers with little or no SEO demand exposure for their businesses. This will likely filter down to job aggregators as they imitate more advanced search engines such as Google to find ways to make more money.This trend will only increase the importance of employing experts who understand these tools and bidding systems to manage your paid activity online, be it managing and optimising Google AdWords accounts or creating the best possible optimised XML feeds for job aggregators. This can mean the difference between a standard and highly profitable campaign. User experience and conversion rate optimisation In today’s world of fast paced, busy lifestyles and high expectations, businesses are forced to create ways users can reach the information they are searching for quicker and easier. This same rule applies to candidates and clients in recruitment.An objective approach to reviewing your website and testing new ways to improve user experience can be the difference between whether a candidate or client makes that initial contact or not. Conversion rate optimisation has become increasingly important as the focus of search engines is no longer just around the question of “can” and “how” a user can find your website but also “what” they do once they reach it. The ultimate goal Ultimately the goal for every recruiter and employer is candidate placement and client acquisition. Having a state of the art site with a sound digital marketing strategy will not only increase chances of survival in this competitive field but also increase your brand, visibility and authority. Is it time to upgrade your site?We specialise in sites and digital marketing for recruitment agencies and employers, from site design to SEO and PPC optimisation and content building. To talk to us about your site or marketing, contact us here.At Attrax we take pride in providing advice on and a full range of digital marketing services, to help you attract the best talent. 

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Your careers site needs to be optimised for mobile. Fact.
Your careers site needs to be optimised for mobile. Fact.

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Blogs

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Blogs

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8/18/2016

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News flash: Mobile is not an up-and-coming technology. It is not ‘The Next Big Thing’. It is here, it is happening and it is growing. Fast.Thought about moving jobs lately? If you were to look for something new, where would you go first? If you’re thinking Google, you’re not alone - that’s where 85% of people will start. If not there, you might consider a niche job board that specialises in your sector, or perhaps a specialist recruitment agency? Whichever route you take, a huge chunk of that journey is guaranteed to take place online.So where will you be conducting this job search? On your desktop or laptop in the office, where everyone can see your screen (assuming you aren’t too busy doing the job to have time to job hunt)? Unlikely. At home in the evening after a 12 hour day? Maybe, but there are better things to be doing. On the train on your way to or from the job you want to leave? Now you’re talking!Mobile devices are increasingly becoming the go-to solutions for job seekers. That’s not only based on our experiences here at Attrax but also what recruitment heavy-hitter LinkedIn says. According to a recent survey on the site, 72% of active candidates will use a mobile device to view a company’s careers website. That’s a pretty big number. Perhaps more surprising is that 62% of passive candidates will do the same. Before they have even decided to join the job market they are checking out your potential as an employer on their mobile device. What’s more, 30% of people are job seeking on a mobile device more than once a day.Those statistics in themselves should be enough to explain why a properly equipped mobile careers site is vital to your talent attraction strategy. Shockingly though only 20% of careers sites in the market are properly mobile optimised!Job hunting now is just like shopping. If you think of the candidate as a customer and tailor their experience on your careers website accordingly, you are on the right track to attracting and engaging the best talent. Can you imagine Amazon not paying attention their customer’s experience when shopping on the site via a mobile? I doubt Jeff Bezos would be the world’s third richest man if they didn’t. And yet that is how 80% of direct employers approach their mobile careers site.It’s clear from the figures that having a properly optimised careers site for mobile search is not optional anymore. Failure to ignore the mobile recruiting trend will be your downfall. That’s why Attrax careers sites are mobile responsive as standard. We know what the market wants and we know how to help employers engage and attract their candidates. Give us a call and let’s discuss how.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Direct hiring: Why is your careers site so important?
Direct hiring: Why is your careers site so important?

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Blogs

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Blogs

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6/1/2016

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We’re sick of hearing it but that doesn’t mean it’s not happening: There’s a war for talent out there and it’s time to suit up.With too many jobs and not enough of the right people, we’re all fighting for the few relevant candidates there are and are often paying a fortune in agency fees to find them.Added to that, we now live in a digital, totally connected, 24/7 world, whether we like it or not. The way we live our lives has changed forever and our day-to-day is now dominated by screens of various sizes.Of course, increased connectivity means we can find almost everything we need when we need it in just a few clicks, taps and swipes. Or at least, that’s what we now expect! And thanks to our shortened attention spans, if that’s not what we find on our digital journey then we move on very quickly.Think about what that means when a great candidate lands on your careers site looking for a job. Job hunting now is no different to shopping. If they can’t find want they want quickly and easily on a site they move on to the next place.Here are four must haves to transform your careers site into one of the biggest and best weapons to give you the advantage in sourcing those candidates directly. Get your jobs out onto Google Even if you think you’ve got Google clocked, there’s still every likelihood there’s more you can be doing to target this market. 85% of job searches now start on Google. That’s a lot of people to be missing out on if your jobs aren’t coming up on Google searches. It’s also expensive for candidates to find you through job boards or recruitment agencies.Most jobs on a careers website are actually sitting on your Applicant Tracking System (ATS) rather than your careers site. Jobs that just stay on an ATS will never be seen properly on Google. If your jobs sit on an ATS portal it means they sit on a different domain/URL to your main career site. This means then you will be limiting or even completely blocking your visibility on Google. User experience - The candidate as customer Many companies spend thousands of hours and thousands of pounds getting their customer-facing websites just right, thinking about things like the ease of use, the message it sends about the business and how it reflects the brand. But without the right people working for you, there can be no business.Candidate experience is more important than ever. Why not treat your candidates like you would your customers? Attract them with insightful, useful content about you as an employer, make the jobs easy to find when they see that content and make it easy to apply.If you care as much about a potential candidate as you did potential customers, the hiring stats would look very different. Those who have a bad experience will probably never come back, so not only have you lost a great candidate for that job, but you may lose them for ALL of your jobs.If you want a better insight into what the experience of using your careers site is like, just apply for a job yourself! Ask yourself if that’s the first impression you want to be making to the potential future ambassadors of your business. Relevant Content - Get them engaged Your company is a great place to work! You have a great culture! The career prospects are endless. For example; Your FD started as a management accountant 10 years ago and now she is second in command. This is her story on your careers site (blog, video, profile, it’s all great). But why hide that story on ‘our people’ page where someone has to go looking for it? Have it appear alongside all of your finance jobs and SHOW candidates why they should apply to work in your finance department!Make the content relevant to your users and grab their attention while you can. A fully equipped careers site needs to be so much more than just pretty pictures. Recruitment is a people business. People’s stories can make all the difference so tell the right stories to the right people at the right time and get them engaged. Being fully mobile responsive Without a mobile-friendly site not only will you miss the 54% of internet journeys that now start on mobile devices, but you may also send a negative message about the business as a whole. No company should be without a mobile friendly site, especially when it comes to attracting job seekers. Around 80% of will look for jobs on a mobile device. What better time to job hunt than on the train home from the job you are looking to leave? Without a mobile site, you run the risk of losing these candidates to other organisations.If all that sounds easy - well, it is. And it should be. But hardly anyone is doing it right, and the few that are, are Attrax clients. Give us a shout and let’s talk about how we can get your site to where it needs to be.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

4MAT conquers Ben Nevis – sore legs to follow
Attrax conquers Ben Nevis – sore legs to follow

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Blogs

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Blogs

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5/18/2016

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Attrax is a company built on digital brilliance but not necessarily physical fitness. Luckily, with brilliance comes endurance, tenacity and a refusal to give up, which is likely what helped power 13 of our most fearless team members to the top of the highest peak in the British Isles. Despite a fairly lackadaisical training regime by most members of our party, we’re thrilled to announce that every single one of us made it up and down Ben Nevis in one piece. Moreover, we smashed our fundraising goal and raised a massive £3,195 for Macmillan (and counting). It’s a great result for a brilliant charity, with the added bonus of working out some muscles that we never even knew we had. Here’s how the weekend went down. A near-miss, a forest adventure and the cheapest pints in the land A 6:30am call time at Stansted was the first challenge our group faced, and one of our more relaxed party members very nearly didn’t wake up in time. A phone call and an Uber ride later, all 13 of us were checked in and ready to fly.  Our first big adventure (and perhaps a slightly misguided one) was a high ropes course in the middle of the Fort William forest. The scenery was stunning, the course was exceptionally well set up and the staff were very helpful. The only downside was our enthusiasm. Despite having unlimited time and several different courses to try out, we all decided we were ready to start with the most physically and mentally demanding course on offer. This not only resulted in some tears, squeals and swears during the event itself, but it also made sure our muscles were nice and tender for the following day’s hike. Nothing like a double whammy of exercise!To prep for the big walk, we finished our day with a relaxing ale in one of the friendly local pubs. Like true Londoners, we simply couldn’t get over the ridiculously low cost - if you’re looking for a cheap pint, Scottish towns are your best bet! Ain’t about what’s waiting on the other side… It’s the climb Saturday dawned and after fuelling up at the local Wetherspoons, we loaded up on snacks, water and all our warmest layers to head to Ben Nevis. The weather forecast promised us freezing cold weather so we were well prepared. What we weren’t prepared for, however, was blazing sun and unusual heat. This made an already difficult walk quite unbearable for the first hour or so, but we pushed through.  It’s fair to say the climb was considerably tougher than we all expected, but the support and camaraderie shown amongst the team more than made up for the gruelling walk to the top. We went over shingle, through grass, across streams and finally through snow before reaching the summit, where we were greeted with some of the best views around. The beautiful sunny day suddenly became more of a help than a hindrance as it enabled us to see all the surrounding mountains and valleys. It was a truly sensational view and almost (almost) made up for the gruelling walk back downhill. Who knew going downhill would hurt so much? When all’s said and done… We had an incredible Scottish weekend and are immensely proud of ourselves for conquering the mountain. What’s more, we raised a big chunk of money for charity and managed not to tear each other’s hair out in the process. Beers, banter and mountain climbing – what’s not to love?Highlights: Raising more than £3,000 pounds for Macmillan, an incredible cause. Special thanks to all our friends, family and clients who helped us to reach our goalTeam building with a brilliant group of people and cheap pintsLowlights: Rumours are rife that there was snoring (and worse) in the male dorm room. The ladies’ room was an oasis of serenity. Sore legs, red facesA huge thank you to all our generous supporters - we couldn't have done it without you!

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

The Candidate as a Customer: The Amazon Effect
The candidate as a customer: the Amazon effect

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Blogs

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Blogs

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2/12/2016

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Being digitally connected means that we have virtually everything we need in just a few clicks.  orem Ipsum is simply dummy text of the printing and typesetting industry.It means that we can talk to the world and share our thoughts, feelings and experiences and influence the opinion of our networks in a matter of seconds.On the flip side, it also means that those who are crying out for our attention, have more competition than ever before with literally thousands of different places for them to look to find us.From a commercial perspective, nowhere is this truer than in the world of retail. Retailers no longer need big flagship stores to lure us in to buy their products rather than at the less flashy shop over the road.Brand is as important, as ever, but once they have us how do they keep us? The next shop is no longer at the other end of the street but just one click away so why stay in the one shop?How did Amazon become the biggest retailer in the world without ever having a single shop?The answer is engagement. A shopping experience on Amazon is so much more than just purchasing an item. At every stage you will find information about the product, reviews, alternatives to the product, items that accompany the product, items other customers have bought as well as the product. This steady stream of relevant touch points means that customers are given numerous reasons to stay and increase the likelihood of making a purchase. It’s like virtual shop window on a carousel.According to a recent article from The Telegraph, in November 2015, there were two unfilled vacancies for every candidate on the market. The credit crunch seems like a distant memory with headlines like that! This figure is no doubt down to the seasonal variation with the build up to the busy Christmas trading period.But what it does highlight, is that competition between candidates is fiercer than (perhaps) it has been for many years.So, why should your recruitment strategy involve treating the candidate just like a customer?How can it be done? Content Think of this as the review section on Amazon.Information about the company, the job, the market whatever it is, if it is relevant and easy to find will give candidates reason to engage with the employer and increase the likelihood of a purchase (application).In addition, having good and original content also helps boost SEO rankings so that people can find you on Google - VERY important! 'More like this' Suppose a candidate is looking at a vacancy on your careers site. You are a big organisation and you have a number of similar roles that candidates might be interested in.It would make sense to display similar jobs to candidates as they are looking at job descriptions.  Bring the shop window to them like Amazon would if you were looking to buy a TV. The likelihood of a completed application has just shot through the roof because everything they need is right there.orem Ipsum is simply dummy text of the printing and typesetting industry.  'Check out' A simple, fluid application process is what candidates have come to expect. Every unnecessary click/form to fill out is a barrier, which means that you will lose more applications. A good shopping experience = loyal customers Let’s face it: about 95% of the applications you receive won’t result in job offers which will be for all kinds of different reasons. Candidates who have had a bad experience and have been treated poorly just because they were not successful will never return.You wouldn’t find Amazon treating a customer badly just because they didn’t buying anything there and then!And let’s not forget word-of-mouth: the best form of marketing/advertising there is!People who have had a good experience will tell an average of three people about it.  Those who have had a bad one will tell nine. Or 900 if they do it through social media. Which they will. So be on Glassdoor for a good reason! Mobile 2015 is the year the world truly went mobile. Over 50% of digital journeys were taken on mobile devices and that figure is set to sky rocket - ignore it your peril.So, think about how you interact with potential recruits. Consider it as a ‘relationship’ rather than a transaction, in the same way, that Amazon treats its customers.You just might find your attraction strategy revolutionised and the right kind of careers platform gives you the power to do just that. How can Attrax help? Our careers site system, Attrax, is powered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. Attrax provides your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site. Contact us for more information to see how we can help you today.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Should You Give Your Jobs to Adzuna?
Should You Give Your Jobs to Adzuna?

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Blogs

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Blogs

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7/27/2015

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Getting calls from Adzuna?  Client Services Director Warren Davidson examines the upstart trying to take on Indeed.If you haven’t been called yet, expect one soon. Many of our clients are being contacted by this job aggregator.orem Ipsum is simply dummy text of the printing and typesetting industry.  So who and what is Adzuna? LAdzuna is job search engine very similar to Indeed, in that it scrapes content and jobs from employers, recruitment companies and job boards. Founded in 2011 by Andrew Hunter and Doug Monroe, of Gumtree fame, the business has been through a number of rounds of funding and have just crowdsourced another £2m, so it looks like they are here to stay.Adzuna operate across Europe, North and South America and in South Africa. According to their Wikipedia page, Adzuna’s job data is being supplied to the ‘Number 10 dashboard’ which keeps the government up-to-date on key economic indicators. Make of that what you will. Should you give your jobs to Adzuna? Well, you may not have much choice as their algorithm will scrape your jobs anyway. The threat here is that if they can get enough content or jobs from enough employers and agencies, then their own SEO performance will eventually start to compete with the more established Indeed and therefore push everyone else down the rankings. This will result in paying for more PPC campaigns with yet another job aggregator. How to stop Adzuna? While there might not be too much you can to do slow down Adzuna’s march, you can certainly speed up your own. Every time a company like Adzuna surfaces, it only becomes more critical you get a hold on your content and digital marketing offering. 2016 could just be the year you truly feel the effects of an uncompetitive marketing offering.As ever, regular quality content on your website, combined with tailored SEO management, will push your website higher and higher up the rankings, reducing your reliance on job aggregators. A recent project the Marketing Services team has been working on has delivered a 36% increase in traffic over a 10-month period, while CV submissions rose 58% via organic search (i.e. natural rankings in Google). We’ve focused on delivering quality SEO performance and it’s paying dividends – one of the few companies that won’t have to worry about Adzuna.

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6 Ways a Functioning Recruitment Website Will Generate Revenue for Your Business
6 ways a functioning recruitment website will generate revenue for your business

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Blogs

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Blogs

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3/30/2015

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Account manager James O'Gorman explains how a cutting-edge recruitment website and data-driven strategy will generate revenue. Attracting the best consultants How much more revenue would your agency make it you had 50% more top billing consultants than you do already? Using your website to showcase your agency as the vibrant and ambitious organisation that it is will increase the likelihood of attracting the best consultants in your market. Top consultants make more quality placements. Brand exposure & awareness It takes a change in mindset to realise a return on a financial investment is not limited to financial gain. Your website is often the first point of contact to your business, whether potential client, candidate or future employee. The messaging and imagery will leave a lasting impression on your visitor which will be hard to change therein. This, over time, will build your brand and reputation, bringing you more new business. Increased visitors & registrations I hear from many agencies that they don’t know how many visitors they get to their website, let alone know what a conversion rate is. The conversion rate is the percentage of people who apply for a job having visited your site. Increasing website traffic and conversion rates will increase the number of quality candidate online job applications. This in turn will mean more placements, which brings more revenue to your consultancy. Increased clients leads All working relationships start with some form of cold contact. Engaging content that positions your brand as an industry thought-leader, combined with easy contact forms or applications processes, will maximise your inbound new business opportunities. When you browse your website, can you genuinely hold your hand up and say ‘this offers a quality experience to new and existing clients and candidates’? Consider this – how much would it be worth to your business if one new client enquiry led to a ten year working relationship, averaging three placements per month? Reduction in job board spend A functioning recruitment website that attracts candidates organically through engaging content and a strong social presence, visible across all search engines, will eventually result in a reduction in your job board spend. These savings add to the bottom line of your business. Organic growth is the way forward! Social sharing In 2015, it is not unusual for consultants to have more followers on Twitter, connections on LinkedIn and friends on Facebook than their corporate counterparts. Rather than hiding your consultants away from your website, showcase them. Recruitment is a people business – take advantage of that.One method is to create individual pages of your team members on your website and allowing agency-branded content to be shared across and between their own social media channels as well as a social and blog page on your website.When your consultant leaves a voice message for a new potential candidate or client, the first thing that person may do is Google the consultant’s name – you want your website appearing as the first result, not their LinkedIn.Combining your corporate brand with the individual brand of your consultants will increase your brand reach into well-honed networks which will drive visitors, conversion rates, placements and revenue to your business.This will position you well ahead of your competitors while they still argue over who should be managing the company Twitter account.At Attrax, the work we do for our clients has a fundamental impact on their brand in the marketplace. If you would like to find out more about how a cutting edge, bespoke recruitment website will convert into hard revenue for your business, then contact us to discuss your talent attraction strategy.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson