Attrax insights

Why is it vital that your careers site is mobile-friendly?

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1/23/2020

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In 2019 the number of job searches from a mobile device reached an all-time high of 1 billion per month. With more people than ever conducting their job searches from tablets and smartphones, it’s vital that your careers site is optimised for these mobile devices. Imagine you’re window shopping - a poor window display won’t entice you to enter the shop and browse the products, particularly if you’ve just walked past a high-quality display with superior features. Which is why you need a careers site that is responsive and stands out, after all, 35% of job seekers would prefer to apply for jobs via their mobile devices. Let’s delve into why a mobile-friendly careers site is crucial to attract candidates and convert them into applicants. Job searches from mobiles are on the rise The World Advertising Research Center (WARC) estimates that by 2025 smartphones will be the sole device that 72.6% people use to search the internet. Further to this, the 20s marks a significant time in recruitment history where all job seekers who are leaving education to enter the job market are digital natives. This cohort of workers, also referred to as Generation Z, are younger than the internet itself, meaning they haven’t had to teach themselves the basics of digital - it’s more like a second language to them. These digital natives grew up tapping smartphones and learnt to swipe before they could speak so it is no surprise that the majority favour searching the internet using mobile devices over desktop. But if you want this generations, and all those that preceded, to apply for jobs on your careers site you need to simplify the process and make it easy for them. You’ll enhance your candidate experience A responsive design makes for a better candidate experience. Glassdoor’s Job & Hiring Trends for 2020 report found that only 22% of applications started on mobile devices are completed compared to 47% on desktop. Also, these mobile applications were found to take 4.6 minutes longer to complete and while that’s not an earth-shattering difference, in our fast-paced society it’s enough to cause candidates to abandon. This raises the question: Is your careers site responsive? Simplifying the process The load-time of jobs on your careers site – or ATS if that’s where your jobs are hosted – is the first step that will influence your candidates’ experience. Your jobs may be loading slowly on mobile devices because of large media files, bulky code and generally a page that is not optimised for mobile searches. If a candidate does stick out the wait and arrives on a page that doesn’t fit their mobile device screen, chances are they’ll exit your job page immediately. To view how your jobs page appears on the most-used mobile devices use the responsinator tool. Now, say that a few candidates have remained on your page and navigated through the unresponsive design to find a job they want to apply for but are faced with a multi-step application process. Having candidates create an account on your system before they can enter their details is a sure way to drive up your abandonment rate up but there are many ways that you can optimise the process for candidates. Optimising the process Firstly, having a dedicated careers site - like the one that we designed for Vodafone – allows you to use AI and show candidates content that is related to the jobs they’re viewing. Using Attrax's careers site system you can also personalise the content that you show job seekers. If a user has landed on a job located in the East Midlands, you can customise the content on your site to show them roles located nearby and thereby provide a superior candidate experience. Now you have candidates increasing the time they spend on your careers site you must help them convert. Functions like the ‘one click-apply’ allow candidates to apply for a job in under two minutes. But if a user chooses to exit your site before they have reached this stage, does that means you’ve missed your chance to capture this information? No. You can choose pop ups to appear when site visitors exit the page and these will prompt the candidate to fill in their details before they leave. While this is not an immediate conversion, you now have the information you need to contact and help them through the application process and have therefore built up your talent pipeline. Other Attrax features which can help you develop your talent pipeline are ‘upload later’ and ‘cloud CV picker’. The former lets candidates apply for jobs on the go and then upload their CV later once prompted by an email containing a link to do so and the latter allows individuals to upload their CV from a cloud storage such as Dropbox. For more insight into what makes a careers site great read part two of our eBook series - Features and functionality of a market-leading careers website. Are you interested in more Attrax features? Powered by AI, our award-winning careers site system – Attrax – provides a seamless application for candidates and ensures that your jobs are visible in Google. If you’d like to hear more about how Attrax can help you convert visitors into high-quality job applicants, get in touch.

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How to optimise your careers site for Google BERT

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1/14/2020

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7 Advanced issues found▲  BERT, short for Bidirectional Encoder Representations from Transformers, is the most important Google update in the last 5 years and it will impact 10% of search queries. How can you optimise your careers site in line with these changes? Firstly, you must consider that BERT wasn’t rolled out to help Google better understand website content but to more accurately understand what a user is searching for. Therefore, to help BERT rank your careers site highly you must ensure your content is succinct, relevant and focused towards your candidates’ searches. 0 Advanced issue found▲  Let’s see in detail what Google BERT is about and how this update will affect your careers site: 0 Advanced issue found▲  What is BERT? 1 Advanced issue found▲  BERT isn’t actually an update to Google’s algorithms, but a technique that improves natural language processing (NLP). NLP is a branch of Artificial Intelligence (AI), developed to improve a machine’s ability to interpret search queries and webpage content. BERT is referred to as an “all-in-one" tool because it can perform a range of NLP tasks but eliminates the need to use multiple models to do so. 0 Advanced issue found▲  The defining feature of BERT is its ability to understand the nuances of context – it looks at the preceding and following words – thereby interpreting the sentence as a whole. This bi-directional processing improves the match of search results and means that a candidate searching for “Entry-level electrical engineering jobs in Manchester” will be shown results that incorporate all those keywords. With this in mind, let’s explore three creative strategies that will help BERT optimise your careers site. 0 Advanced issue found▲  Create succinct content 4 Advanced issues found▲  Microsoft conducted a study in 2015 which found that in just 13 years our attention span dropped from 12 to 8 seconds. This suggests that when a candidate lands on your careers site you have, on average, mere seconds to convince them that your content and jobs are relevant to their search. While several recent studies have set out to debunk this claim, Microsoft’s findings do shine the spotlight on that fact that employers are up against attention being a limited resource. 4 Advanced issues found▲  Keyword density and placement are important for your SEO ranking but if they compromise how the content reads for the user then your careers site won’t be performing as well in line the new BERT update. When writing the content for your job pages and blog posts you must keep in mind that a machine is interpreting the language, and though Google has developed a sophisticated all-in-one NLP tool you should aim the reading level to be no higher than a 16-year-olds. Your aim should be to write concise content on your careers site whilst delivering new and useful information. Listen to our webinar to find out how more on why your careers site is the hub of your talent attraction. 0 Advanced issue found▲1 Specifically target what your users are searching for 4 Advanced issues found▲  Since BERT takes into account the context of a search, it’s no longer enough to just focus on keyword research tools. To understand what your users are searching for and deliver the relevant content you should be using features such as Google autocomplete, related searches and the “People also ask” box. If you type “Renewable energy jobs” into Google, you will retrieve pages worth of information about what locations people are looking for the jobs in and similar questions they’re asking. This particular search query will tell you that candidates are also looking for “What kind of jobs are there in renewable energy?”, and you can use this insight to guide what information you offer on your careers site. Candidates that land on your site and find relevant information that answers their questions will continue to engage with your brand because of the value you are providing them – this is all a part of providing a good candidate experience. 0 Advanced issue found▲  Topic clusters 4 Advanced issues found▲  It is the bi-directional nature of BERT that allows Google to understand the context of the sentence better and thereby attaches less importance to targeting individual keywords. Alternatively, if you focus on ranking for a specific topic, Google picks up on you being an authoritative source for that topic. Within this topic, you will then rank higher for long-tail keywords – highly specific search phrases – as there is considerably less competition for these. And your conversion rates will see a boost too because these search terms are more intentional – candidates are seeking more specific information and you can present specialised answers. While long-tail keywords have lower search volume, 70% of all online searches include them, so their power should not be overlooked. 0 Advanced issue found▲  Let Attrax help you optimise your careers site for Google BERT 1 Advanced issue found▲1 Attrax can help you direct more traffic to your careers site using our award-winning system, which includes market-leading AI, is optimised to rank highly on Google and is endlessly customisable. The system allows you to create a personalised experience for candidates and deliver relevant content. To find out more about how we can create a careers site for you that stays ahead of the market for years to come contact us.

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Top 7 recruitment trends to watch for in 2020

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1/2/2020

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In the ever-changing recruitment landscape, it can be tricky to respond to growing trends whilst also keeping your ear to the ground for emerging ones. That’s why Attrax have compiled a list of the top recruitment trends which are set to shake things up in 2020. Here are the top seven: 1. Artificial Intelligence (AI) in recruitment The purpose of technology is to enhance the role of a hiring manager but not to replace them. Although this is by no means a new topic, the continuous evolution of technology makes 2020 set to be an interesting year for the possibilities of AI in recruitment; we expect to see AI applied right from the pre-screening process up until the onboarding programme. As AI begins removing tedious tasks from a hiring manager’s workload, we’ll see a surge in marketing automation. Powering your careers website with AI enables you to contextualise your webpage content so that you’re aware of where the candidate is in the conversion funnel and you can use this insight to personalise the experience. 2. Talent experience The talent experience begins right from the moment of sourcing, through all the stages when candidates interact with your careers website and up until the on-boarding process. And a poor experience will not only cost you that one employee, but it will also cost you future employees as bad reviews are more likely to be passed on than good. To provide a candidate experience that rivals your competitors’ experience you need to make it easy for them to apply for your jobs on your careers website. This means making your jobs visible in Google, keeping the application instructions simple, and never a make candidates create an account before they can submit their CV. 3. Digital employer branding Three in four job seekers will research a company’s brand before they apply - so now more than ever it is important to build a positive reputation to communicate what is it like to work for your company. A powerful tool to do this is a careers website, where you can display employee stories and charity events that you’ve hosted. These give a personal touch to a compelling digital employer brand and let candidates identify whether their values and ethics align with yours. 4. Diversity and accessibility The discussion surrounding diversity in the workplace has become increasingly popular in recent years, and rightly so. Discussing the topic not only creates a fairer opportunity for candidates but it’s been proven that a diverse workforce is a more profitable one. But hiring managers must take a step back and consider whether the hiring process is equally accessible to all working-age adults. Ask yourself whether there are barriers within your recruitment process – from the online application to the interview stage - that could be preventing candidates with impairments from accessing it. To learn more about creating a careers website that attracts top diverse talent watch our diversity and accessibility webinar. 5. Soft skills 63% of UK companies are affected by the national skills shortage and with the impact that automation is having on the job market, we are seeing a rise in demand for soft skills. Some people are pushing for these skills – which include empathy and communication - to be defined as “essential skills” to better reflect their importance. 2020 is the year to forget about previous experience and instead judge candidates on their ability to adapt because technologies are only going to continue to re-shape the job market. 6. Inbound recruitment using content Inbound recruitment is all about helping candidates find your company through marketing efforts. In 2020 this approach must be content-led – create powerful content which is relevant to your candidates and post it on social media. This will build your talent pipeline by attracting, converting and engaging passive candidates. 7. Social recruiting Social recruiting has taken the place of networking at mixers. In 2019 it has become one of the most powerful platforms for recruiting and with the use of social media projected to continue growing, 2020 is the year to invest in your social recruiting. Use platforms such as Facebook, LinkedIn and Glassdoor to establish a personal connection with candidates and make them feel valued; after this initial interaction candidates should then be directed to your careers website where they can get a feel for what your company stands for. Let Attrax help you navigate the ever-changing landscape Our careers site system is endlessly customisable and provides our clients with regular software updates. This ensures that your website stays ahead of the market for years to come so you can continue providing a personalised experience for your candidates. Contact us and a member of the Attrax team will be in touch.

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Attrax unveil two new websites for Hanover

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12/20/2019

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Attrax are excited to unveil two new websites for the rebranded Hanover. Visit the global website here and the USA website here. Hanover are an executive search recruitment company with over two decades of experience that has seen them expand across the USA, Europe and Asia. Hanover have a vision to build an identity that demonstrates their evolution towards doing things differently and innovating within their markets. Why they chose Attrax Hanover wanted their new websites to better reflect the high-quality service that they provide and tell a story about each of their sectors, so they approached Attrax having seen our ability to provide customer-centric design. Project aims and actions This project aimed to take Hanover’s existing website and re-launch it so that the experience was visually enticing and represented them as a powerhouse of excellent market-leading content – demonstrating how they are experts in the field – an established and well-respected brand but with a new exciting edge. In addition to the global site, a brand new US site has been delivered to promote the range of services available across Hanover’s US offices. Hanover’s new brand was purpose-built, beginning with a new logo following the rename of Hanover from Hanover Search. Attrax developed a new colour palette and created a bespoke library of images which showcases movement and life to reflect Hanover’s high performance and agility. The triangle shapes in the images represent innovation and expertise – all a subtle nod to the Hanover values. Our team developed a new set of iconography to allow website visitors to grasp Hanover’s extensive coverage of sectors and functional expertise. To support this design evolution, Attrax created new video content to communicate Hanover’s new values, career progression and business processes. A game-changing piece of functionality is the new feature ‘Subscribe to posts’ which allows candidates to sign up to receive content based on their interests. This will help Hanover to regularly engage with their audience and keep the website fresh and interesting. Also, the scrolling navigation functionality you can see here has helped the client to tell a story about each of their sectors to make this an easy and enjoyable experience for the user, navigating between sections relevant to them. Both Hanover’s new websites are hosted on our award-winning recruitment website system which includes market leading AI and marketing automation, is optimised to rank highly on Google and is endlessly customisable. The system was designed to provide a personalised experience for candidates and thereby boost conversion rates. Using our system, the team at 4MAT were able to offer a bespoke experience to Hanover, helping them to showcase their market-leading insights and reinforce their standing as industry specialists. Hanover's testimonial "Attrax have been a pleasure to work with - from start to finish they ensured the process ran as smoothly as it could. With any rebrand you always run into delays and aspects that change, Attrax were extremely efficient in keeping the project on plan. Would highly recommend." - Jessica Hinton, Marketing & Administration Manager Attrax are delighted to share the new Hanover websites. Head over to Hanover and Hanover US to see them live.

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Webinar: Why careers websites are losing talent
Webinar: Why careers websites are losing talent

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12/16/2019

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Your careers website is the hub of your talent attraction strategy, a place to direct talent that you have hooked with your recruitment marketing.Find out why 80% of careers website are under performing, losing applications and failing to engage with the right candidates.We will show you how AI, outstanding search and automated marketing can be applied to careers websites.  In this webinar Attrax' talent attraction and digital marketing experts David Johnston and Warren Davidson, to find more about: The must haves for a top performing careers websiteUser experience and your ATSCreating and executing a digital recruitment strategyUsing content to grow your talent pipeline The feedback that we have received since the live session finished has been incredible, so we’d like to offer you the chance to access the recording. Click the link to see it on YouTube. Attrax is 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

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Beatrice Caldarella

Attrax's latest website with Hobson Prior goes live

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11/26/2019

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Attrax are excited to announce the launch of Hobson Prior's new recruitment website! Hobson Prior are a leading life sciences recruiter, and part of the Independent Clinical Search (ICS) group. Since 2002 they have been matching exceptional professionals with market-leading life sciences companies in over 25 countries. The expert consultants at Hobson Prior specialise within specific niches, so they wanted a website that better reflected their ability to engage with candidates and clients within these specialised areas. Why Attrax? Hobson Prior came to us because of the great working relationship we have with Proclinical - another member of the ICS group and whom we built a careers website for using our careers site system. Our cutting edge design and in-depth knowledge of digital marketing for recruitment businesses were further reasons for Proclinical choosing Attrax when they decided that it was time to upgrade their website. Project aims and actions The aim for Hobson Prior’s new website was to ensure that it was balanced for both candidates and clients. The team at Attrax designed a few bespoke pages – such as the employers landing page and job seekers landing page – to allow all visitors to their website to receive a more personalised experience. Additionally, we wanted to ensure that Hobson Prior’s specialist recruiters were using their expertise in the best way possible, so we designed a bespoke ‘Find a recruiter’ feature. This allows both candidates and clients to enter their details and then be matched with a recruiter who knows their niche market. The website is hosted on our award-winning system which features a lightning-fast Total Search feature, immersive designs and AI-led personalisation. It was designed to succeed in the modern recruitment market and is Google-for-Jobs friendly — an essential element in increasing traffic and applications in 2019.  Attrax are very proud to announce the successful launch of Hobson Prior. Curious to see the result? Head over to Hobson Prior now to see it in action.

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The best applicant tracking systems plugin to Attrax

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11/25/2019

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Google is everyone’s starting point when searching for a new TV, holiday, restaurant or even when looking for a specific website. The same can be said for candidates looking for job vacancies – over 70% of job searches start on Google. This means that your jobs are some of the most valuable content on your website, but how do you get them to appear in a Google search when most applicant tracking systems (ATS) block Google? Simple: plug your ATS into your careers site. Not only will this ensure that more candidates land on your jobs, but it also creates a more seamless user experience. This is crucial as reseach tells us that 50-80% of all job applications are abandoned due to length and complexity of the application process. Here’s a guide to making your jobs visible in Google and boosting the number of quality job applications you receive: Plug your ATS into your careers site When working with an ATS, it is important that your vacancies are imported or posted onto your careers site so they can be found by Google; search engines cannot see your vacancies if they are sitting on your ATS domain. Let’s compare this to e-commerce – if Amazon had its products hidden in their stock management system, customers browsing on their main e-retail website would not see the products. To reiterate, jobs sitting on your ATS domain are not visible to candidates searching in Google, and since such a large proportion of job searches start here this will reduce the number of job application that you receive. But you can solve this by plugging your ATS into your careers site. How does this make them more visible? Below we have an example of a job sitting on the ATS, Taleo. This URL gives nothing away, other than the fact that it is a job search page. Underneath is an example of SNC-Lavalin - an Attrax client - hosting their job on their careers site, where the URL shows exactly what the job is. So, if a candidate were to type into Google “Transport consultant jobs in London” which page do you think would rank higher? Since SNC-Lavalin’s URL contains keyword matches for that search, Google will rank it highly, while the job sitting on Taleo won’t appear anywhere in Google.But you don’t need to change your ATS, continue to use it for its original purpose of tracking applications. Plugging your ATS into your careers site provides a best of breed tech stack and ensures that your careers site is Google for Jobs optimised.A seamless plugin means a better UXBefore Attrax built Vodafone their careers site they were experiencing a 75% drop-off in their applications. The new ATS plugin now delivers 75% completed applications on their careers site. One reason for this was the ‘Quick Apply’ feature which you can see below. This eliminated the need for candidates to create an account, as some job applications would have them doing. A speedier process will reduce the number of candidates abandoning the application and subsequently boost your conversion rate. Also, by having your jobs on your careers site allows you to leverage AI to show candidates other content they might be interested in. For example, a prospect may click on a blog titled “A day in the life of a marketing manager” and then alongside be shown a marketing manager job-page. Not only will this improve the visibility of your jobs and direct more traffic to the job pages, but it creates a personalised UX.What’s next?From here you should look into making your careers site more mobile-friendly. Here’s a quote from Walmart CEO, Joel Anderson, “I can’t overstate how mobile is changing how we interact with our consumers. We have to embrace these changes.” There’s no denying that mobile web browsing is the future, so if your jobs aren’t posted on a mobile-friendly page you’re giving candidates another reason to abandon their application. No matter if you display your jobs on your careers site or a subdomain, the goal should be to make life easy for the candidate.Attrax are here to helpOur multiple award-winning careers site system, seamlessly integrates with market-leading ATS like Taleo, Lumesse, Successfactors, Smartrecruiters, Harri, Avature and Workday. Want to hear how you can provide your future talent with personalised employer branding, relevant content, and jobs based on their interaction with your careers site? Get in touch.

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2019 NORAs – another win for an Attrax client
2019 NORAs – another win for an Attrax client!

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11/14/2019

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It was all hands on the pump on Wednesday 13th November as the best of the recruitment sector gathered in central London for the National Online Recruitment Awards (NORAs) ceremony.Our client Harvey Nash has triumphed in the category Best National Recruitment Agency, which was hotly contested between Robert Half, Office Angels, Manpower, Michael Page, Search and NES Global Talent. Robert Grimsey, Group Marketing Director at Harvey Nash Group said:“We’re absolutely delighted to win this award. It’s great recognition of our new UK website that was rolled out earlier this year. We’d like to thank our web partners Attrax who built the website and helped us to develop its style. It’s great to see our new design being celebrated.”Read Harvey Nash press release here.Harvey Nash’s website is built on our recruitment website system Attrax which has been making waves in the recruitment sector since its release last year.Curious to see what an award-winning recruitment website looks like? Check out Harvey Nash here.Congratulations to all the other finalists and to Harvey Nash for their amazing win last night! We’re already looking forward to seeing what next year will bring.

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Beatrice Caldarella

How does unconscious bias damage your diversity?

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11/7/2019

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Why is an unconscious bias (UB) a problem for hiring managers? As Harvard Professor, Francesca Gino, puts it “They cause us to make decisions in favour of one person or group to the detriment of others.” Imagine that a candidate steps into a meeting room and the interviewer unconsciously notes they’re of the same gender, a similar ethnicity and dressed alike. This immediately creates an affinity bias, which is just one of the many biases that we all must confront in the job market. The fact that UBs exist in our subconscious - and come in several forms - makes it tricky to tackle them. But identifying them is the first step towards promoting a diverse talent pipeline and reducing the negative impact they have on your company’s performance. Unconscious biases are stereotypes The brain stereotypes people to help with sensory overload – it sorts individuals with similar traits into groups and then uses this categorisation to make quick judgements. A clear flaw in this process is that people are at risk of being unfairly judged, and since this UB is hardwired into our brains removing it is no small feat. Unfortunately computers are not immune to UB either, which is hardly surprising since they are programmed by humans. An image search reveals that Google ‘thinks’ 90% of professors are white males, when in truth 25% of professors are women. The big issue here is that biased search results will be seen by people who are unbiased, and these people are then in danger of manifesting it. Unconscious bias in the workplace McKinsey reported that culturally diverse companies are 35% more likely to achieve better profits than their competitors, indicating that UB doesn’t only create unfairness, it also harms your company’s performance. One reason for this is that a team of people from different background will benefit from increased adaptability. The variety of perspectives that are brought to the table will help your company problem solve and it can spark innovation. Plus, promoting diversity and broadening your talent pool are both essential for attracting top talent. One of the most recognised and widespread forms of prejudice in the workplace is sexism. Research found that when science faculties members were supplied with identical applications, they were more likely to rate the candidates who had male names as better qualified than those which were supposedly female. Let’s not forget than men face sexism too – from a young age they hear phrases such as “man up” which implies they are not acting like a man should. But candidates are subject to unconscious bias because of an array of reasons, including disabilities, class, religion, age and tattoos. Though some of these other forms of prejudice may be just as common as sexism they may not be as widely acknowledged, and these unrecognised biases have the power to cause more harm to your workforce. Employees can feel isolated by this discrimination which can lead to underperformance and even a higher turnover rate. Consequently, you must always be seeking for the hidden biases at your company. They exist in many forms One of the major issues in the combat against UBs is that they cleverly hide themselves in different ways. As we’ve mentioned, everyone is subject to affinity bias which can lead to another bias – the halo effect. Once we’ve identified with someone, we are more likely to favour them and overlook any negative aspects. Alternatively, if a candidate differs from the interviewer a reverse halo effect occurs. This may result in a candidate being dismissed based on factors they cannot change about themselves. What will this do for a company’s diversity? It will create a team of people who all look, think and sound the same, which is no good. Another type of prejudice that we’re all at risk of is confirmation bias. Have you ever interviewed a candidate who’d turned out to be younger than you’d anticipated? Possibly you doubted whether they would be capable of doing the job and then looked to confirm this preconception. This illustrates how an UB can cause hiring managers to discriminate against a suitable candidate. So, what can you do to reduce it? To achieve fairness, you must begin recognising the hidden biases. Then you can introduce bias disrupters such as diverse hiring committees who use an interview template and criteria which reflects what skills a candidate will need. If these are applied consistently this will avoid unfairly comparing candidates. In a job description, certain words will discreetly convey a gender preference so you must keep it neutral. The American Psychological Association found that “leader” and “competitive” - which are ranked as masculine words - are found more commonly in job descriptions in male-dominated industries. Could these words be deterring females? Now imagine how using the words “physically fit” and “expert” could discourage candidates who do not identify with those words. Therefore, your choice of language in job descriptions could be inhibiting diversity and restricting your talent pool. View our webinar to find out how you can drive diversity and accessibility through your careers site. “If you exclude 50% of the talent pool, it’s no wonder you find yourself in a war for talent.” — Theresa J. Whitmarsh Attrax can help Looking to attract top talent? Our smart careers site system can help you achieve your D&I targets and create a strong conversion rate of candidates into the ATS. Our system uses AI to provide your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site. If you’d like more information on how we can help you contact us today.

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5 things to consider when hiring Gen Z

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10/29/2019

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Gen Z - those born between 1996 and present - are forgoing university and entering the workforce earlier than previous generations have. As a result, they will comprise 36% of the global workforce by 2020 – which is alarmingly soon. You’ve just wrapped your head around how to hire millennials, and now you’ve got to adapt the process again for the arrival of the next generation. Are you ready? If you’re not then you need to start thinking about what separates Gen Z from the older generations, including Millennials, and then use this knowledge to personalise the hiring process. This will show the new cohort of workers that you’re flexible to change and willing to meet their needs. And the result? Attracting and sourcing the best talent, which is a process that we strongly advocate companies to take an active approach towards. Here are five things that you should consider when hiring Gen Z: They’re different from Millennials too Millennials are those born in the years 1980 to 1994. Their impact on the workforce has been igniting the conversation about generational differences, which has forced companies to rethink their traditional hiring processes. With the arrival of Gen Z there are now four generations in the workplace so it’s more important than ever to understand the behavioural differences at every level. That includes identifying disparities between recruiting Millennials and Gen Z. Gen Z were raised during the 2008 Great Recession and have witnessed Millennials struggle with mounting student debt and difficulty even getting their foot on the first rung of the property ladder. It’s no surprise then that Gen Z are more focused on financial stability and finding their dream job, while Millennials view their job as a way to fund their experiences With this in mind, how could you adapt your application process to appeal to Gen Z? Read on. They have different expectations for an interview Baby Boomers and Generation X were job seekers in a time of high unemployment rates. This caused interviews to become a highly competitive test where candidates would have to prove themselves to be the best hire. Whilst that remains true a new dimension is emerging. Gen Z perceive interviews as a discussion about what your company can offer them. Therefore, interviews and the rest of the hiring process are an opportunity to tell candidates why they should work with you. The key strategy is to sell your company in terms of what Gen Z values. So, do you know what those are? They learned to swipe before they could speak Being younger than the internet, Gen Z haven’t known a time when we weren’t digitally connected. For 78%, their smartphone is their preferred device to search the internet and they’re seeking more mobile-friendly job applications. So, an all-around accessible careers site is a powerful tool for attracting top talent. A website with an easy-to-navigate design will simplify the application process and boost your conversion rate. Moreover, since Gen Z spend more time on YouTube than any other generation, this is a great platform to get them engaging with your brand. Employee testimonials are a fun way to show why your company is great to work for. You need to promote diversity The youngest generation saw huge changes during their childhood which have shaped our global society: Obama became the first African American President, 30 countries passed the same-sex marriage act, and paid paternity leave was introduced in the UK. This has led Gen Z to adopt a more progressive worldview –77% say they may reconsider working for a company displaying a low level of diversity. If your company can represent the spectrum of differences in society, you will appeal to this younger generation. The benefit? A more diversified talent pipeline. Listen to our webinar to learn how your careers site can drive diversity and accessibility. CSR and company culture are very important to them Gen Z are not happy with the state of the world they’re inheriting. They have a global consciousness and want to see companies doing their part. This new generation favour products made by companies that demonstrate CSR, as Nike has done with its Equality campaign. Understandably, Gen Z are now considering whether a company takes its CSR seriously before they apply for a job. A recent study by BRITA found the CSR objective that matters most to this generation is an environmentally-friendly workplace. At the same time, Gen Z are looking to assess whether you have a good company culture too - 53% of Gen Z will not take a job if there aren’t positive relationships in the office. It’s important to develop your company culture and communicate to potential candidates that you are a CSR-minded company. Attrax can help you attract top talent Using our careers site system we’ve helped clients across various industries to boost conversion rates and deliver an outstanding talent experience. Powered by AI, our system creates a personalised experience for potential candidates, presenting relevant content and jobs based on their interaction with your careers site. To find out more about how Attrax can help you contact us.

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Lucy Dawson

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Lucy Dawson