Attrax insights

How to optimise your Facebook campaign

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Blogs

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11/8/2018

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Facebook is undoubtedly one of the most important inventions of the past decade. From its humble beginnings in Harvard, it’s expanded to include more than two billion daily active users, and that’s without counting its growing platform on Instagram. That’s a massive captive audience waiting to receive your marketing message- as long as you have the right way to reach out to them. Enter the Facebook campaign. With all of Facebook’s database at your fingertips, you can reach out to new and existing audiences with targeted adverts designed to engage and interest them. It’s also surprisingly easy to set up- though, like any advertising campaign, success depends on your text, images and target audience. Here are our tips for getting it right. What’s your objective? What do you want your campaign to achieve? Do you want to increase awareness of your brand, increase traffic to your website- and ultimately convert more candidates- or do you want to increase the interest of people who are already aware of your brand?  Once you’ve decided whether you want to focus on Awareness, Consideration or Conversion, you can sit down and flesh out your campaign objectives in more detail. Decide what type of audiences you want to target, then set a clear goal that can be measured after the campaign finishes, and decide what preliminary results that you might expect to see from your campaign, to give you a good benchmark to measure those results by. Creating different campaigns Why not create a separate campaign to suit each of your objectives, using the adverts create tool? If you want a particular ad to focus on raising awareness, and another to drive traffic to your websites, create two that you can tailor to each audience, the better to increase your chances of success. With the adverts create tool, you can also measure the performance of each campaign, see which is performing better, and turn all of the advert sets that you create on and off, as the mood takes you. Indeed, by running two or three campaigns, each with their own copy and images, you’ll stand a better chance of converting them. You can also take a more in-depth look at what appeals to your audience by doing some A/B testing, which calculates the appeal of two different campaigns and helps you see which one has the best chance of appealing to a potential audience before you commit money to it.  Use the Pixel The Pixel is a really handy piece of software that will change the way that you see your audience. It works by placing cookies on users’ computers that will track their interactions with your campaign, and with your website, should they then click on any link you include. You’ll be able to track conversions, time on site, and even show related adverts to people that have been on your website.  You can get really in-depth here, showing your potential applicant an advert for a job they were browsing on your site before they abandoned the application. The possibilities are limitless, and it will let you create a tailored marketing campaign that gets results. Measuring value  Once you’ve run your campaign, it’s time to measure it. Using Facebook- or a third-party provider like Hootsuite- you should be able to analyse the results, such as likes, activity and engagement rate. Did it meet your goals? Are there any ways in which you can improve? Was the audience the right fit for the type of campaign that you were running? If not, then it’s time to reallocate your budget. See which adverts are performing more effectively, and next time put more money into that campaign, rather than focussing on the ones that aren’t drawing as much attention. You can even turn off advert sets that you aren’t using, if you think they’re good, but want to reactivate them later.  Innovate online with Attrax So now you know how to optimise your Facebook campaigns and attract candidates to your careers site, but what next? You need a site that can engage the candidates and provide a brilliant user experience, which is where Attrax can help you. Our award-winning careers site system is endlessly customisable, optimised to display and rank highly on Google and integrated with all the major ATSs, Attrax is fully SaaS and provides you with regular software updates, ensuring your site will stay ahead of the market for years to come.Or if you'd to speak to a member of the Attrax team contact us today.

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What does Indeed's policy change mean for you?
What does Indeed's policy change mean for you?

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11/1/2018

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Do you know how much free organic traffic you get from Indeed?That might be about to change.Last week, job aggregator Indeed made a shock announcement to recruitment agencies across America. As of January 7th 2019, Indeed would be deactivating Organic Traffic across their platform. Instead, all recruitment agencies in the US and Canada will be required to sponsor their job vacancies. No money? No visibility.As you might expect, this was a shock decision for the recruitment giant. This new policy, which affects ‘Recruiting Firms, Placement Firms or Headhunters’ as well as Staffing Agencies, will therefore have a huge effect on the jobs market. After all, recruitment agencies make up a significant part of Indeed’s client base, and a move to alienate them in this way could be seen as risky, especially given the fresh rollout of Google for Jobs across the US, Canada and the UK- which was seen by many to encroach on Indeed’s territory. Could a similar development be heading across the pond shortly?If you’re not preparing for something similar to happen in the UK, perhaps it’s time to start: and we’re expecting Indeed to make their announcement here fairly shortly. However, though this might sound worrying, it also creates opportunities for those who prepare in advance. It’s no longer good enough just to have Indeed: after all, any money you spend will simply drive traffic to your site. If you want to invest in the future, it’s time to invest in upgrading your website. Take stock of your candidate UX, features and functionality, and improve them to attract more organic visitors via Google- for free- and in converting the ones that do browse your jobs. Invest in your own platform, and get more out of what you have. As a result, you’ll get more return on investment, and avoid relying on Indeed to supply your candidates- often at a premium.For recruitment agencies, it’s time to look to the future. Are you prepared? Set the basis for success with Attrax With a platform that regularly converts at 20% or above, Attrax is perfectly placed to help you make the most of your traffic- and attract new visitors, thanks to our suite of Digital Marketing tools. It’s never been more important to gain an edge in the market, and a great content marketing and SEO service will help you increase the performance of your website. Interested? Start your journey with us today by checking out our Attrax landing page- or get ahead of the competition with our Digital Marketing Service that’s tailored to the needs of your recruitment agency.

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4MAT wins Innovator of the Year at APSCo Awards
Attrax wins Innovator of the Year at APSCo Awards

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10/17/2018

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Last year was the biggest night in the recruitment industry: the prestigious APSCo Awards, which celebrates outstanding achievements in professional recruitment, spanning the board from recruitment industry suppliers to agencies.It was also a big night for us at Attrax, as we were nominated for Innovator of the Year for our brand new smart recruitment site system. That nomination turned into an exciting win, as MD James Saunders and Operations Director Dave Jameson carried home the trophy, beating off some really stiff competition from around the industry. For a product that was only launched in December last year- and took a year to create, from kick-off to roll out- it’s a massive achievement, and one that we’re beyond proud of. Attrax re imagines the recruitment website platform: its drag-and-drop CMS, combined with the fastest job search in the market, has raised the standard for recruitment and careers websites across the market, especially given the fantastic results we’ve been getting for everybody from Harnham to Vodafone. With a slew of high profile clients and an average conversion rate of 20%, we were (needless to say) extremely proud that our hard work paid off, and that the hard work of our entire team in bringing Attrax to life was recognised by APSCo.Indeed, APSCo paid tribute to Attrax during the presentation of the award, calling it ‘An innovative new product with a clear business benefit to their clients. A true standout product […] this winner’s entry impressed with some very strong client testimonials backed up with some impressive statistics. This business and its leadership is showing us a glimpse of the future.’  A massive congratulations to everybody: we couldn’t have done it without the hard work of our amazing team, and the passion that they’ve brought to every stage of the project. Smiles all around!Innovators extraordinaireOur smart careers site system is powered by the latest AI to deliver an outstanding talent experience and a strong conversion of candidates into the ATS. Attrax provides your future talent with personalised employer branding, relevant content and jobs based on their browsing history and recruitment needs.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Employer branding and your employee stories

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Blogs

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10/15/2018

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It seems like not another day goes by that we don’t hear about employer branding, but there’s a reason for all the noise. Strong brands stand out from the crowd; strong brands attract talented candidates, and strong brands have the potential to grow where other companies don’t. Despite its importance, many companies still don’t know how to develop a brand that projects the right image of their business to a busy job market. Requiring significant investment and a good understanding of how to leverage everything from your marketing strategy to your social media platforms, there’s a lot to get right- or wrong. Here are some guidelines for getting it right. What to do Be relatable Your employer brand hinges on sharing the stories from your company. After all, that’s what potential candidates want to know about, and 64% of professionals research a company online before accepting or rejecting a job offer. Tell people about you, and about the people that work with you. Be relatable and personal: include Day in the Life stories from colleagues, as well as videos and interviews, or pictures from your most recent social outings. You want candidates to picture themselves working for your company, so give them all the information they need to get them excited about it. Understand your brand Whether you want it or not, you will already have an employer brand in place when you start working on it. In order to better understand how to improve it, you need to know where it currently stands, so talk to current employees, and ex-colleagues, and listen to them and the views they have on your brand. How approachable are you? Are you friendly? Do you come across as a good place work- and if not, why not? You’ll be better able to understand where you’re at, where to improve and how far you’ve already come.  Use social media 86% of HR professionals think that recruitment is becoming more like marketing. Indeed, if you want to get your brand out there then you need to use social media to make it happen. Whether it’s by getting employees to leave reviews on your Glassdoor platform, or by tweeting related news and updates on company life, you need to make sure that you project an image that’s friendly and approachable to others. Above all, make sure that you reply quickly and politely to all reviews or inquiries: nobody likes to feel that they’ve been ignored, and you’ll be seen all the better because of it. Be authentic  When it comes to employee branding, honesty is always the best policy. Don’t try and be something, or somebody, that you’re not: even if people are taken in by it to start with, you will likely reap the repercussions later on when new hires start to leave because the image you’ve sold them of your company isn’t the same as the one they’re experiencing. Show what it’s really like to work for your company, and you’ll attract people who share the same values as you do and are much more likely to thrive in their role.  What not to do Confuse employer brand with company brand It’s common, but there’s a very important line to draw between the two. After all, what potential clients are looking for is very different to what your employees are looking for. Make sure you spend time promoting both images of your brand- perhaps separate Twitter or Facebook profiles for clients and for candidates might be a good idea, allowing you to post tailored content to an equally tailored audience. Delegate to marketing Employer branding should encompass the whole of your company. Otherwise, you’ll just be showing your audience a sliver of viewpoints from a very select number of your team. Be inclusive, and open up the floor to suggestions and requests from your employees, whether that’s on writing a blog or appearing in a video interview. Not only will it help them to feel included, but it will help you to cultivate new ideas and build an authentic company image from scratch, rather than having one created solely by your Marketing team.  Think it doesn’t matter It does. Employer branding impacts every part of your candidate funnel, from attracting candidates to your jobs in the first place to the social messaging, ads, job description and careers site that you'll be using to promote your message. Employer branding impacts the quality of people who apply to your roles, which in turn will impact the performance of your company. Needless to say, the effort you put into creating a great, memorable brand will really pay off at every level. Build your brand with Attrax We’re passionate about building great careers sites which communicate strong employer brands. Our careers site system is endlessly customisable and powered by the latest AI so you can create a site that really stands out. Contact us for more information on features and functionalities.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

What's trending: content marketing 2018

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Blogs

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10/1/2018

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Content marketing has undergone a dramatic transformation within the last decade or so. No longer is it a case of companies writing what takes their fancy: today, they have detailed analytics, target audiences and personas to appeal to which shape the content that they publish on their sites. And content is becoming an increasingly important part of many organisations’ recruitment strategies.  In a market where 64% of employers are struggling to find relevant candidates, content marketing is an invaluable way of reaching out to fresh audiences, providing advice, information and a glimpse behind the scenes at a business. Good content marketing generates three times the leads, and six times the conversions, of companies that don’t use it: it's clearly a valuable resource. However, what appeals to candidates is changing all the time, and to that end we’ve put together a quick analysis of the top trends in content marketing for 2018.  Videos The trend for video shows no sign of slowing down any time soon, and it’s become a growing priority amongst marketers, too. 48% of them plan to add YouTube to their content plan this year, and 46% more are planning to add Facebook video. In our social media-dominated times, a video is easy to watch, and snares the attention in a way that text often doesn’t. It’s also incredibly easy to do. What would have taken several high-tech cameras to film five or more years ago now only takes a smartphone and a Youtube account, and it’s become easier than ever to share videos via social media platforms like Facebook and Twitter.  Alongside this, live streaming has also become extremely popular, as users seek to engage with ‘genuine’ or ‘authentic’ content. In fact, content marketing gets higher engagement rates than any other kind of content on Facebook, Twitter, YouTube and LinkedIn. Content creators are able to do everything from conduct live interviews with employees to creating ‘day in the life’ videos for their viewers: this is an effective way of snaring interest and generating conversions for your brand. Get your users involved User-generated content is, by all accounts, the next big thing in the world of content marketing. 70% of consumers and viewers place the importance of user-generated content above content that businesses write themselves. This can include reviews, recommendations, comments and even blogs that other people might have written about your company, or your website. Given that candidates tend to trust information about hiring companies more when it comes from external sources, it’s vital that you tap into this trend- as it’s only going to grow over the next few years. Get your readers involved: whether it’s through competitions, campaigns or simply encouraging employees to post reviews on Glassdoor or LinkedIn, it’ll pay off in conversions and views. Similarly, get involved with thought leaders. 26% of businesses cite influencer marketing as one of their top content strategies, and for good reason: leverage their expertise and audience by asking them to guest post on your website or by undertaking joint projects together. Mastering social media Just over half the world’s population use social media, and it should be a key tenet of your content marketing strategy. However, though many marketers might be familiar with Facebook, Twitter and LinkedIn, there are a whole host of new platforms out there that are mushrooming in popularity and influence- and which content marketers would do well to keep up with. Sites like Instagram are overtaking Twitter in popularity, whilst Snapchat and LinkedIn are constantly debuting new ways to show content to their viewers. If you want to stay ahead of the trend, this might be a good place to start. Telling a story Today’s viewers don’t want to read content that doesn’t apply to them. They want to feel like they’re a part of something bigger, especially the biggest consumers of content on the Internet: that is, Generation Z and Millennials. They like the idea of ‘authentic’ content, where we’re emotionally engaged and invested in what’s unfurling on screen- and, therefore, the brand that’s being promoted. The hard sell doesn’t work any more. Instead, seek to create a compelling connection with your audience by bringing the people behind your business to life- as with Adidas’ great ‘Unleash your Creativity’ campaign, which delivers the brand’s message alongside true, gritty real-life stories from female athletes.  Choose a story that connects with your target audiences, and go for stories that are specific, detailed and personalised rather than generic: though you might not think it, it will actually allow more people to relate to it, and broaden its appeal rather than delivering generic brand messages.  What do people want to read? With the world of content marketing changing so quickly, you need to balance providing good-quality content with finding new ways to reach out to your audience.  Want to find out how you can deliver relevant content to your candidates? Our award-winning careers site system is powered by the latest AI enabling you to provide your future talent with a personalised experience based on their browsing history. Contact us to find out more.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Fixing the holes in your ATS

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9/25/2018

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In the past decade, the scope of a careers site has changed immeasurably. Thanks to the Internet, a jobseeker can connect with thousands of different jobs at the touch of a button, and a well-placed careers site is invaluable in attracting and converting interested browsers into passionate applicants. Indeed, they're employing an ever wider range of features and functionality to help them do just that, including faster searches, personalisation and well-placed blog content. However, whilst careers sites are looking smarter than ever before, it’s a different story behind the scenes. What happens when a user goes to apply for the job they’ve just been sold and finds out that they can’t? What happens when the application process puts people off applying to vacancies? The skills shortage With the skills shortage in evidence across the UK economy, this is a very real problem amongst employers- one that is only exacerbated by their ATS integrations. Using a jobs portal to display your vacancies might sound like a good idea: after all, it’s easy, convenient and lets you monitor and track candidates directly. But in the long run this approach can be much more damaging to your business. ATS's are renowned for their lengthy and complicated application processes, and this puts off a surprisingly large number of candidates. In fact, 50-80% of them will abandon their application thanks to an lengthy application. How can we fix this? Though smart functionality is all very well when it comes to engaging candidates, the key to converting them lies in an integrated ATS system.  Since Attrax started implementing ATS integrations, we've seen huge benefits for our clients, especially Vodafone Group. On their old careers site, only 12% of applicants completed their applications after starting: essentially, this means that a shocking 88% of candidates dropped out. However, fast forward six months to their new website and this number has skyrocketed to 75%, thanks to a careers site that was integrated with Taleo, resulting in an easy two-step, two-minute application process. View our client portfolio here to see how we achieved this success for Vodafone and other big brands. And the other benefits... With an ATS integration your careers site stands a much higher chance of being Google-friendly, as jobs are hosted directly on your site and not on an ATS platform, away from the main site. Better rankings also mean that you’ll gain an edge with Google for Jobs, sending browsers directly to your website rather than to a site that’s hosting your jobs for you. However, the main draw should be a better candidate user experience- and therefore a higher conversion rate.  The result? Before you invest in a bigger net to catch candidates, you should start with fixing the holes in your application process. After all, with a well-optimised careers site, you don’t need to worry about finding active candidates. They will find you. Innovate for the future with Attrax We specialise in creating careers sites that are optimised for the changing market- and which integrate perfectly with your ATS. Find out more about our careers site system, or get in touch find out what you can do with a great ATS integration.

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Creating a great recruitment marketing campaign

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9/14/2018

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If you’ve ever worked in recruitment, you’ll know the challenge of engaging with candidates in a market where standing out is becoming ever harder. With over half of the world’s population online, and many of them logging onto social media platforms like Facebook, Twitter and LinkedIn on a regular basis, marketers are faced with a whole host of new channels to reach people over- and with many regular Tweets and posts getting lost in the clamour of billions of people, it’s hard to stand out from the crowd. One way of doing so is via a marketing campaign- and if done correctly, it can have a huge impact, boosting your visibility online and attracting hundreds of new recruits. Indeed, companies with a recruitment marketing platform are three times more likely to have a better quality of hire than their competitors. Here’s how to do it properly. Who are you targeting? First, decide your target audience, as you’ll have to adjust your campaign to suit them. Are you trying to hire new graduates, or established professionals looking for the next stage in your careers? Who are you looking to hire: editorial assistants, receptionists or scientists? Once you’ve established whom to target- the more specific, the better- do your market research. What appeals to your target sector? What issues interest them, and what might incentivise them to click on your ad, such as a good pay rate or a pension scheme? When you know this, you’ll be able to create an effective advertisement. Develop your messages After the research you need to come up with a few key messages for your clientele. It doesn’t have to be a slogan, but it does have to get your point across concisely- and ensure that you don’t stray off-script in your campaign. What makes your company the perfect place to work? What can you offer that other places don’t? Take your company’s strengths and turn them into messages that you can use. You want to concentrate your energy on getting one or two messages across in order to ensure more people remember it, so make sure they’re clear, concise and short statements.  Where are you going to advertise it? Once you’ve come up with your messages, and researched your target market, you need to consider distribution. Will it be on PPC adverts, on social media or even on your own careers site- which is a valuable and free way of building up your employer brand? Your message should be consistent across all of the channels that you use, but it’s also worth tweaking the formula a little to suit each platform. With Facebook, you can afford to go into detail, whilst Twitter favours infographics and pictures, as does Instagram. Videos are also an effective way of getting your point across; after all, job posts get 36% more applications if they’re accompanied by a video. It helps you stand out, and sites like LinkedIn will give preference to videos over text and outbound links.  Getting creative Don’t be afraid to get creative with how your advertise your marketing strategy to your candidates: after all, it’ll help you stand out to them. There are so many great examples throughout history of creative recruitment campaigns, from Kitchener’s World War One poster to Google’s infamous challenges to jobhunters. Why not take a leaf out of their book and do the same? From fun challenges, to photography competitions, or recruitment videos with a twist, you’ll certainly stand out from the crowd- and engage more people because of it. Analysing the results The most important thing to remember, even during the campaign, is to keep a close eye on your results. After all, how will you know how to improve if you don’t have a good idea of how different campaigns are performing? Monitor which times are the most popular, where the most traffic comes from and what your bounce rate is. By doing so- and tweaking the formula to suit it- your campaign will have much more impact that it might otherwise do. Time to start innovating Your recruitment marketing strategy is what you make of it. Explore our blogs for more information on improving yours, or why not take a look at our eBooks?

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Taking the stage at In-House Live! London
Taking the stage at In-House Live! London

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9/5/2018

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Yesterday was all hands to the pump for Attrax, as the In-House Recruitment Network’s Live! event came to London for its annual appearance in the recruitment hub of the South. Situated in the Business Design Centre and featuring numerous suppliers as well as keynote speeches by industry leaders, it was the place to be seen for any in-house recruitment professional in London- and beyond.As a Gold Partner, Attrax had their own stand at the London Live! event, but what was infinitely more exciting was the speech that our resident recruitment expert David Johnston gave at 10.45 on our favourite subject: ATS’s and Google for Jobs. In front of a packed room, DJ’s speech on The Future of Careers Sites (see the presentation here) explored the evolution of the careers website, the importance of having a good ATS, and how to spice up your candidate journey.The key takeaways? Though 40% of employers don’t know what their conversion rate is, it’s never been more important when it comes to attracting and engaging candidates. Getting the candidate journey right is important, too, and in-house recruiters need to adapt their careers site accordingly to engage those candidates in a competitive market: 1) Make sure your jobs are Google friendly and not hidden in your ATS2) Create content that people want to read3) Don’t lose applicants because of your ATS login. After the presentation came the chance to swap insights with other members of the in-house recruitment industry, and to give people a look under the hood of Attrax, our careers site system. Thanks to everybody for such an exciting day- see you next year!

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Building your employer brand with your careers site

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8/16/2018

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In an age where the Internet makes it easy to pick and choose from hundreds of different service providers, having a strong employer brand is of the utmost importance. This counts doubly for recruitment, too: with modern job hunting becoming ever more like casual shopping, 86% of HR professionals agree that recruitment is becoming more and more like marketing. If you want to attract the best candidates in the market, you need to keep up- and that involves emphasising and building your employer brand. Fortunately, there’s a very easy way in which you can do this: via your careers site.  Careers sites are rapidly gaining in popularity in the jobseekers’ market. Indeed, when it comes to job hunting, 32% of applicants go straight to careers sites. It’s clear to see that the way that your careers site is formatted- and the information it contains- can actually have a huge impact on the way that people perceive your brand. Given 69% of those job hunters would not accept a job at a company that has a negative reputation, it’s something you need to work on. But how? Foreground your team Let your potential applicants see the people that they’ll be dealing with at all stages of their recruitment journey: devote some time to your team! There’s no better way to make your browsers feel comfortable and engage with your company than showing them some friendly faces, so include a biography, a picture- and, most importantly, a link to contact them by. That way, jobseekers feel more comfortable about asking questions- and will be much more likely overall to apply.  Be informative One of the main reasons people will go to your careers site will be to see what your company culture is like- and perhaps to gain an insight into what you’re looking for from your job applicants. Don’t let them down: it’s vital that you include a blog section, where you can post insights into your company, advice for the interview process, and also industry-specific pieces that will raise your status and are very share-able online.  Alongside this, it’s also a great idea to include a page on your site that shows just what applicants can stand to gain from joining you: pictures of social events, perhaps even taken by employees, and a list of some of the benefits your employees enjoy. After all, you want them to be hooked- and the best way to do that is make sure you drive home what a great place your company is to work at. Get your ATS right Technology has given us instant gratification, and as a result it pays to have a website that delivers an almost-instant service to its browsers. With an average concentration span of only around eight seconds, you need to make sure that your website delivers loading times that are no longer than three seconds to keep people engaged. Likewise, your ATS can also be a minefield when it comes to creating a streamlined recruitment process: if your website isn’t properly integrated with your ATS, then you risk long delays in your application time, or, even worse, an application process that will be far too complicated to fill in, and will massively disengage your candidates. Go for a pared-down approach: integrate your site with your ATS, and create an application process with no more than four or five stages. Ideally, there should only be two: setting up an account, and adding the candidate’s CV and cover letter before it’s submitted. The faster and more intuitive you make this, the better your reputation- and conversion rate- will be. Build a strong brand with Attrax At Attrax, we take pride in creating careers sites that make it easy to develop an unforgettable employer brand. Find out more - browse our clients' careers sites to see how brands such as Harrods and Travis Perkins transformed their approach to sourcing candidates.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

PPC vs. Organic: what do you need to know?

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Blogs

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8/9/2018

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Bullhorn’s recent report ‘The State of Recruitment Marketing in 2018’ threw up some interesting statistics about the recruitment industry: namely, that the ‘Pay-Per-Click’ method of attracting candidates to peoples’ websites has fallen, with 34% of firms now allocating a lower budget towards it.  While this might sound startling in itself, other areas of recruitment marketing have expanded to compensate: now, the issue on the top of many recruiters’ lists is social media and organic presence, with 60% of agencies deciding to increase their budget on funding traffic through these channels.  There’s a lot behind this dramatic shift in priorities. Though PPC is of course still an important aspect of many recruiters’ marketing strategies, giving you high visibility on Google and sites like Indeed, and thereby encouraging browsers to click on the link to your careeers site, many companies are starting to build their brand in spaces that don’t require the same level of investment to attain the same level in traffic. Top of this list would appear to be social media, and it’s no surprise. With 59% of candidates using social media to research companies that they’re interested in, and 48% of them using social media to search for their most recent job, it’s clear that putting the effort into your social media strategy can really pay off for people who are prepared to invest time and money into getting it right.  More of us than ever are online, and more of us than ever are logging onto social media platforms like Facebook, Twitter and LinkedIn to share everything from our interests to the most recent events in our lives. Is it any wonder, then, that these platforms are a goldmine for recruiters? Done correctly, Facebook’s targeted job ads can get hundreds of clicks, whilst a single post on an account with thousands of followers can get thousands of views- all for free. With hundreds of users wielding massive influence thanks to their huge followings, today’s views are gained through social media views. Indeed, social media is a boon for recruiters- as long as you’re ready for it. Not only can you let candidates find you- and your vacancies- but you can also help to sell candidates on your brand, and on your company culture, before they even set foot in the door. And, if done correctly, it’s completely free. Making the most of social media The key to attracting candidates is creating a space that will engage them. Alongside your job vacancies, take the time to create curated social media posts that inform candidates about life at your company- such as company events or birthdays- as well as sharing articles or blogs from your careers site about industry matters. You could even get creative and stand out with infographics or videos- after all, jobs get 36% more applications if they’re accompanied by a recruiting video. Above all, get savvy about your analytics, and monitor what works- and what doesn’t- so you can improve on it. With the recruitment industry changing, it’s time to start investing in the future- and though PPC is still an important part of any recruitment strategy, recruiters are starting to discover channels that let you do the same, whilst boosting their employer brand at the same time. Don’t miss out! Innovating with Attrax Our industry-leading smart careers site system converts visitors into high-quality job applicants. How? We customise the content that your potential candidates see on your site, creating a personalised exeperience and presenting the most relevant content. Find out more about how our AI-powered system can help you attract top talent - get in touch.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson