Attrax insights

How to increase your conversion rate: streamline your application process
How to increase your conversion rate: streamline your application process

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Blogs

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Blogs

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7/24/2018

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A recent article by ERE Media discussed the things that infuriate online applicants the most when going through the job application process. Top of the list? Not knowing the length of an application, an overlong application process, and being asked unnecessary questions during a job application. Sadly, this is all too common in the hyper-competitive world of recruitment. Despite the fact that the unemployment rate in the UK is at its lowest rate in decades- creating a market that is poor in candidates but with a voracious demand for talent- many employers and large corporations don’t see the benefit of updating their careers sites for a more internet-savvy market.However, this urgently needs to be addressed. More than 70% of job searches start on Google, and today’s jobseekers can just as easily turn to another company site as yours if they feel that your recruitment process doesn’t meet their needs or engage them enough to keep them interested. Jobseekers have grown up with the instant gratification of the Internet: a slow, clunky application process will not get you the best results.How can you fix this?Firstly, by shortening your application process. Vodafone’s old careers site had an eight-minute application process before it was redesigned: today, it takes less than a minute for a candidate to apply for jobs and the conversion- and completion- rates have skyrocketed as a result, with 24% of visitors to the Vodafone site ending up applying for a job.Take out all unnecessary steps, such as questions that a candidate’s CV or cover letter would address anyway, as they invariably take a long time to fill, and require a candidate to put in even more effort to the job search. You should also take pains to lay out exactly what’s expected from your candidate at the start of the application: nobody likes to be waylaid by a surprise request for a scanned certificate, which could interrupt the process, so it’s better to offer up all the information they need at the start.The speed of the application process also counts when it comes to ensuring a quick turnaround, and a large part of that is due to the speed of the website. Who’s going to stay on your website if it takes more then three seconds for each page to load? Investing time into speeding your loading time is essential if you want it to work properly- and one of the main ways you can ensure this is by checking that your ATS is integrated properly with your careers site: not only does this ensure faster loading times, but it also means that your jobs are hosted on the same platform as the rest of the careers site, thereby increasing your SEO into the bargain.With so many candidates in the market- and competition for the best jobs so stiff- what are you waiting for? Streamline your conversion rates with Attrax Want to find out more about our ground-breaking work with clients like SNC-Lavalin, Harrods and Travis Perkins? Click here. 

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Candidate retention and company culture: how to format your careers site the right way

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Blogs

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Blogs

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7/10/2018

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How do you attract candidates to apply for your vacancies? By ensuring that your company is the one that looks the most attractive, the one that they’ll have more fun working for, and one that gives them the benefits, career progression and skills that they need to advance in their respective industries. With 82% of employers of the opinion that a good company culture is a competitive advantage over their counterparts- and that it contributes to increased productivity, and a decrease employee turnover into the bargain- it’s clear that taking the time to show and develop your company culture can be a major point in your favour when it comes to convincing them to apply for your vacancies.  But how to do it effectively? Here are some points for getting started. Smarter staff profiles Your employees are your most valuable resource. Make the most of them! The ‘About Us’ page is where candidates come to learn about who you are and what you stand for, but why not use it to promote your vacancies and content as well? Take the time to create staff profiles for your resourcing team that will help them really stand out: put people in charge of roles, so that potential applicants browsing for jobs will be able to get in touch with a friendly face, should they have any questions. Do the same for blog posts, so when somebody lands on a resourcer’s profile page they can then look at other vacancies they manage, and articles that they’ve written.  Not only will this give your team more of a voice, but it will a present a friendly face to any prospective applicants- as well as let them express what they love about working for the company. A company blog There’s no better way to share insights about your company than through a dedicated blog. It’s versatile- you can use it to show browsers about team-building company events, away days and employee achievements, but it’s also an extremely versatile way to give your staff a voice that they might not otherwise have. Encourage them to write posts about industry topics, or advice for jobseekers: not only will you be demonstrating what a collaborative company you work for, but letting your team share their expertise will boost your reputation within your sector as a result!  A better careers page You don’t have to use your employees to demonstrate what kind of employer you are, though: you can do the same through the way that you display your jobs. For instance, you can include banners with testimonials from employees, discussing what they enjoy about working for the company on jobs pages and vacancies. Given that 54% of jobhunters read employee reviews before applying for a job, it’s a savvy move to make if you want to engage them. It also helps if you keep the page branded- something that’s a lot easier to do with an ATS that’s integrated with your site- and easy to navigate and search. After all, the more time you put into designing your website, the more likely it is that candidates will be engaged- and eventually apply for a vacancy.  Get visual They say that a picture is worth a thousand words- and when it comes to company culture, that’s absolutely true. The best way to show off your culture, especially on your careers website, is by posting photos that show what it’s truly like to work at your company, from photos submitted by your staff to ones of networking events and company parties.  If you’re really looking to make your mark on prospective browsers, then turning to video is also an excellent way to showcase what makes your company so special- especially as job posts get 36% more applications if accompanied by a recruiting video. Ask your employees what they enjoy about their job and why they think people should apply for the current vacancy. It gives them a voice, and you more credibility. It’s time to update your careers site Knowing how to show off your company culture is key to cultivating a strong employer brand. For that, you need a great careers site.  Get informed: chat to one of our Sales Team today, or why not check out thought leader Matt Alder’s whitepaper on The Future of Careers Sites, which covers everything you need to know about the changing market?

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

How to create a clickable job title

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Blogs

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Blogs

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7/4/2018

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In a job market where millions of vacancies are posted across multiple social media platforms every day, the importance of getting your job title and description right cannot be overstated. With today’s Internet browsers possessing an attention span that’s eight seconds long- shorter than that of a goldfish, if rumours are to be believed- you need to be able to write a catchy title that snags a user’s attention and incites them to click on your vacancy, whether it’s being posted on social media, Indeed or on your own careers site. A good headline makes candidates want to read more; it should function as a ‘hook’ to draw them in. So what should it look like- and what should you include? Your ideal candidate Before starting, it’s a good idea to sit down and do some homework on what will attract the type of candidates that you’re searching for. Create a client persona: who is your ideal candidate? What do they want from their job? What are you offering that could appeal to them?  Once you’ve done this, then take a look at what the competition are doing. How are people advertising jobs that are similar to yours? What keywords and hooks are they using to draw in browsers? Are they being effective? The more you know, the more you’ll be able to create a truly memorable headline.  Be searchable Your ideal job title should cover the type of role that you’re advertising for, and the seniority of the role, whilst to complement it the description should ideally draw the reader in with something unique that a potential applicant can expect to experience in the role. If you can get both elements in your title, then so much the better- but bear in mind that your title should also be easily found by search engines, so don't make the job title too complicated and overlong. Be accurate One key mistake you should avoid making is misleading your job seeker about the type of role that you’re advertising to fill. Don't write something that’s inaccurate, or make the role sound better than it might be: this will only backfire, and you’ll likely get fewer applicants as a result. Instead, opt for a description that essentially ‘does what it says on the tin’. This way, you’ll get applicants who are ideally suited for the actual role, and not an idealised version of it that they’ll only be disappointed by later.  Don’t use jargon Maybe you use a specific descriptive, 'slang' word within your office for a certain job role or task- or maybe you use abbreviations to get your point across with your colleagues. When it comes to writing job titles, though, you can’t afford to do this: with hundreds of companies vying to recruit people for the job role, you need to make sure that your job is crystal clear, and catches the attention of your reader. After all, if the candidate doesn’t understand what the job is, then why should they click on it- especially when they have hundreds of similar titles to choose from instead? Talk to the experts. At Attrax, we take pride in doing things right- whether it's creating the perfect careers site on our awar-winning platform, or advising our clients on how to write great job templates. Contact us today to see how we can help you. Take advantage of our insights: why not check out our range of eBooks. 

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

The art of geotargeting: how to target candidates the right way

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Blogs

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Blogs

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6/26/2018

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How can you be sure that your marketing is targeting the right people? Not only is this a huge question for marketers, but for recruiters, too. In an industry where finding the right job can depend massively on location- and making the dream hire can depend on how widely you advertise it- it can sometimes be a struggle to know whether the jobs you’re putting live, the posts that you’re scheduling on social media- and increasingly, the banners that you’re creating for your careers site- are appearing to and engaging the right audience. With Internet marketing budgets growing at their lowest rate since 2015, companies need to be smart about how they advertise their vacancies if they want their work to have the same impact as previously. Enter geotargeting. Location-based technology is opening up whole new avenues for marketers, allowing people to control what information is shown to which candidates or viewers depending on their location- whether that’s defined by country, county or post code. If you really want to, it can even be done by ‘geo-fencing’, which uses a phone’s GPS signal to target their location. Though geo-targeting has long been a feature for certain social media platforms- such as Facebook, which allows you to tailor who sees certain advertisements or promotions according to a vast range of filters based on the data that Facebook holds on its users- it’s also starting to make the leap to careers sites, allowing in-house resourcers to set up campaigns which are much more likely to appeal to a certain audience- or target people near to the location of a new vacancy. By doing so, you’ll likely get a much higher level of relevant, useful applications. Though it’s a relatively new piece of functionality, it’s an invaluable extra to have on your website if you’re hoping to attract a high quality of applicant- or one that's highly specific to an area. These days, it's not just about hiring space on peoples' websites or targeting them on social media: it can be done from the comfort of your own careers or recruitment website. How can you make the most out of geotargeting? A good place to start would be to experiment with different languages. Match the page- or banner- language to that of the country that you’ll be targeting, as well as converting the salary to the right currency, if you have it. The great thing about geo-targeting is that you’re essentially running several different campaigns in several different countries, so you have room to experiment with images, and text, which you can change or tailor to see what works. It also helps if the wording and imagery that you use on your banners are the same as the ones you use on social media.  What are we doing about it? We’re always up for any new features that will enable our clients to better attract and engage candidates, and this is no different. Our award-winning careers site system allowes you to target the right candidates as an integral part of your marketing strategy. It’s time to get experimenting.  Take the next step with Attrax Find out how to attract candidates with a careers site as well as a great marketing strategy - view our client's careers sites here. Or request a demo to see it in action.

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Swipe right: the importance of speeding up your recruitment process
Swipe right: the importance of speeding up your recruitment process

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Blogs

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Blogs

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6/18/2018

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The recruitment industry is currently facing its largest challenge in quite some time: employment. The unemployment rate in the UK is the lowest that it’s been in forty years, and as such there’s a dearth of talented candidates in the market: so much so that recruitment companies and employers alike are having to compete as never before to attract the best talent ahead of their competition.  One way in which this is being done is through the power of the recruitment process. Alongside better marketing, 46% of employers have reduced the length of their hiring process, in order to attract candidates to apply for their jobs. And it’s no wonder: the Internet is almost ubiquitous in our daily lives, and the presence of instant gratification via our smartphones and computers means that attention spans are lower than they’ve ever been. Shorter than a goldfish, if rumours are to be believed. So how can we attract candidates?  Though of course any resourcer or recruiter needs a base level of information if they want to accurately match candidates with jobs that are well-suited to them, careers websites have been undergoing somewhat of a transformation as of late. Increasing numbers of employers are recognising that their old ATS systems are badly equipped to give candidates a user experience that will encourage them to complete their job application. Indeed, many of these older systems require candidates to undergo a time-intensive, often unnecessary process, which means that many won’t finish applying.Today, investing an up-to-date careers site with a ‘one-click’ application is becoming a much more popular approach to hiring: candidates can upload their CV and cover letter and send them off with ‘one click’ rather than investing time filling out a multitude of different boxes. Similarly, recruiters can ask a potential applicant to simply send off their CV, which they can then upload to their database before contacting the candidate should a suitable vacancy come along.  when an unknown printer took a galley of type and scrambled it to make a type specimen book.  A new way of applying to jobs It’s not just the application process itself either. Companies and agencies are competing with each other to introduce the fastest, most low-hassle way of applying to jobs in order to lure more candidates to their sites. Though social media is becoming an extremely popular way of advertising vacancies to the millions of candidates looking for jobs, some believe that the next frontier of ‘sped-up recruitment’ is recruitment apps where you can pre-upload your CV and job preferences, after which an AI supplies you with a list of one-click application vacancies. Is it the future? Perhaps. Today’s recruiters are currently sticking to more tried-and-tested methods, like Psychometric Testing, mobile optimised websites and video interviews as a way of speeding up the interview process. But, as technology advances apace, it pays to keep on top of the latest trends.Watch this space! Transform your recruitment process with Attrax. Our 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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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

What does great candidate UX look like?
What does great candidate UX look like?

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Blogs

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Blogs

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5/31/2018

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When was the last time you considered the candidate user experience of your recruitment site? In an age where competition for candidates is rife- and the UK’s unemployment rate is at a forty-year low- recruitment agencies are finding it harder than ever to attract and place star talent. Today, more and more agencies are turning to their recruitment sites to stand out from the crowd. Unlike the anonymity of PPC campaigns on Indeed or other job boards, your recruitment site is yours to control: a space where you can hook candidates as much with content and the promise of a personal service from your recruiters as the jobs you offer. It’s also a place where you can take advantage of Google’s Organic Traffic to funnel potential placements straight to your jobs.With that in mind, it’s time to turn our attention to the importance of candidate experience. If your site is a key element of your hiring strategy, it should be optimised to turn browsers into applicants. But is it?Knowing what makes a good candidate experience can sometimes be all the difference between placing a candidate and having that same candidate move to a competitor’s site. A good site will excite, engage and move a browser onto the next stage of their candidate journey, backed up by a social media, content and excellent features and functionality. So what do you need to watch out for? Features and functionality Having the right features on your site is essential to ensuring that candidates don’t leave it. Your site should be equipped to make the job-hunting process as smooth and painless as possible. By using features like total search, which delivers jobs and content in real time, as the user types, and personalisation, which shows viewers things tailored to their browsing history on the site, you’ll be able to point potential applicants in the right direction- or hook their attention with related articles and jobs. You also need to make sure that your site is optimised for mobile traffic, especially given that 45% of job seekers search for new vacancies on their mobile phones. Once that’s all done, the site should be tested. Broken links look bad, and should be eliminated as fast as possible- or replaced by a 301 redirect or 404 error page as soon as possible.  Content Marketing One of the best ways you can communicate your UVP is through the content you put on the site. 41% of marketers are struggling to come up with conversion-worthy content, and knowing what engages your candidates goes a long way to catching their attention and establishing your brand- as well as employee loyalty. Do some research: find out what interests your sector, and what issues are relevant to them. What do they need advice or information about? Don’t go for a hard sell: instead aim to be a helpful source of information. Write unique content. Not only will it increase your traffic, but people will be able to browse your site- and will then be more likely to apply for a job at the end of it. The human touch How do you get people coming back to your site? By showing that you care about them, and making it easy to connect with your company brand. Though of course employing a chatty, friendly style of writing can do this, if you’re looking to showcase a more professional outlook then using staff profiles and chatbots is an excellent way to put across your company's human side. Put a face to your content and jobs by integrating it directly with the profiles of your team of recruiters, which in turn will encourage browsers to search their profiles, and maybe even get in touch with one of them, should they see a job they like.It also helps to show personalised content to your online audience, by suggesting content and jobs for them to browse, based on their previous browsing habits.  Design Make sure that your design is clean, simple and with a clearly defined set of brand guidelines that you stick to. This should be reflected in your site: a cluttered page will put off a candidate, whilst adding white space actually increases the viewer’s comprehension by 20%.  Similarly, adding images will break up the text, brighten up the page and hook a browser's attention.The ways in which your Calls to Action are formatted is also important. They are the buttons that will hopefully incite your browser to apply for a job: make them clear, make them branded, so that they fit in with the rest of the site, and place them in the middle or bottom of the page for browsers to click on when they come to the end of a section of content Plan smarter with Attrax. At Attrax, we work with you to create recruitment websites that deliver a great candidate user experience and are optimised to convert the best candidates in the competitive market. Our 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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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

GlassDeed: How will the Indeed/ Glassdoor purchase affect the recruitment industry
GlassDeed: How will the Indeed/ Glassdoor purchase affect the recruitment industry?

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Blogs

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Blogs

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5/25/2018

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The biggest news in the recruitment industry this month has been the acquisition of online review site Glassdoor by the parent company of job aggregator Indeed. Japanese company Recruit Holdings, which already owns Indeed, made the announcement early this month, bringing both companies under one umbrella to the tune of £1.2bn and shaking up the recruitment industry into the bargain.Launched almost ten years ago, Glassdoor was founded with the intention of opening up the employers market, letting candidates read reviews of certain companies that would ultimately help them to make an informed decision when applying to jobs. So how will it fit in with Indeed, whose own ethos is all about collating and displaying jobs from all around the Internet?The basic motivation behind the purchase seems to be to increase Indeed’s competitiveness in the jobs market. Google, Facebook and LinkedIn are the recruitment titans currently taking up a lot of business in the marketplace, and with Google rolling out its Google for Jobs API across America (and, more recently, Canada and India) Indeed feels threatened. In fact, Google for Jobs’ layout will essentially cut out the need for Indeed at all, as it allows job seekers to browse vacancies via the Google for Jobs widget, before clicking a link to apply that will take them directly to that vacancy.This new partnership will likely help Indeed and Glassdoor to remain relevant in the industry. Indeed is looking to diversify its revenue by tackling multiple areas of the candidate journey, which in turn will help it compete with the recruitment giants by offering the candidate more. Rumour has it that eventually, the two platforms will combine into one site, with jobseekers able to browse both jobs and reviews before applying to vacancies.They’re already taking steps towards this, with Indeed announcing that it’s already started to make changes to its site- one of which being the ‘enhanced profile pages’ that reveal the job descriptions of various vacancies in a side panel as the candidate browses. The ultimate aim? To become more like Glassdoor, so that when the merger finally happens, metrics and data will easily transition from one platform to the other.So, what does this mean for the recruitment industry? Competition is always good for business, and this move is definitely designed to increase competition in the market. The ultimate winner, of course, is always the consumer, and giving them more information to choose the right job will give Facebook, LinkedIn and Google a run for their money.As a result, these tech giants- and smaller jobboards like ZipRecruiter, CareerBuilder or Monster- will have to innovate to keep up, which in turn will make for a more dynamic industry. Ultimately, it’s a race to see who will crack the software that will let these companies scale AI across their software- which will make for the ultimate tailored user experience- and many companies are investing in doing just this. Without the technological smarts or financial backing of sites like Google and Facebook, they are innovating by going after companies who can offer something new in terms of user experience, have an industry pedigree and technology Indeed can use to innovate with.Really, this means they should be investing in buying out tech companies, or at least companies who are making inroads into AI, but one path they may very well go down is starting to buy out other, smaller, jobboards to buy up business and increase their range.For recruitment agencies in particular, this could be a goldmine. Indeed’s switch to a more Glassdoor-oriented approach means that they’ll be emphasising the importance of employer branding, content and of course, reviews: an excellent way to improve reputation for marketing-savvy agencies, especially as many of them are starting to embrace their company profiles as a new recruitment channel, as well as the PPC campaign possibilities across such a wide user base.What to do now? Start working on your employer brand, your company profile, and building up your network of reviews across Glassdoor. In such a competitive industry, it doesn’t pay to miss a trick- and this merger may prove to be the biggest shock success of them all. Talk to the experts. At 4MAT, we keep tabs on the changing market so you don't have to. Delve into the ins and outs of the recruitment industry in our blog, or- if you're feeling curious- why not check out our selection of tailored eBooks?

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The art of writing a good job advert
The art of writing a good job advert

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Blogs

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Blogs

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5/9/2018

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Knowing how to write a good job advertisement is perhaps the most important skill you can have as a recruiter. After all, candidates can be attracted to your website thanks to the great design and SEO that you may have, but if the job advertisement isn’t engaging, then how can you incite them to apply for your latest vacancies?And knowing your way around how to write copy that appeals to your next star placement is important for more than one reason. When done correctly, it’ll drive engagement, resulting in more applications and more placements- and it will also pay dividends when it comes to online visibility, giving your SEO a boost and driving more traffic to your site, straight from Google.But what’s the secret to writing a great advert?We’ve gathered together a list of insights from our marketing experts for you to peruse. What the client wants Before you go ahead and write your advert, you need to make sure that you have all the information you need to hand. Don’t be afraid to ask your client who they envision as their ideal candidate, otherwise you’ll find yourself at a loss for what to include later: make sure you know what kind of person they’re looking for, and the key attributes and skills they should have. For a job advert that fits the brief exactly, go deeper: ask them which essential skills they’d be prepared to compromise on, what the future for the role will be, and why that candidate would want to apply for the job. A job advertisement is not a job spec Firstly, it’s important to remember what you’re writing. A job advert is something that is designed to attract and engage a potential browser, and make them want to apply for that role. A job spec is a document laying out the role in detail, taking into account the responsibilities and required skills it entails. With that in mind. make sure that you’re not writing a job spec, and being too dry with what you're describing: in a job advert, you should be selling the role to the candidate, and simply listing what’s expected of them isn’t going to do that. Instead, make the effort to include elements like employee benefits, the chance they’ll have to make the role their own, or the great working environment. Give people a title to remember When browsing the Internet, 80% of people will read your content headline, but only 20% will click through onto your job. You can see why it’s so important that you get it right: after all, the more people click on your job, the more chances you have of finding that perfect placement.In order to do this, use clear, recognisable terms in your headline, rather than additional characters like ‘!’ or ‘*’. Additions like URGENT will only put people off, as will advertising for multiple roles straight from the get-go: like showing a vacancy for ‘5 x Project Managers’. Not only will it make your browser feel unimportant, but it means they’ll be less likely to apply. It’s also a good idea to avoid non-standard abbreviations, simply because you run the risk of mystifying your browsers- and in a world where our attention spans are comically low, you only have one chance to pique their interest. Balancing your SEO with content An average job advertisement should optimally be about 500 words in length, and balance your SEO needs with good content. Your opening line should contain keywords and entice the candidate to read on, whilst your opening paragraph should sell them the opportunity. The body paragraph- which can also take the form of bullet points- can then go into detail about your ideal candidate, along with the skills required and responsibilities of the job, with a call to action finishing off the end of the job advertisement. Give the details some attention We know that Google tends to give priority to jobs that are as detailed as possible, whether they’re stuffed with keywords or contain accurate metadata. Many people tend to overlook it, but it’s easy to do, and it’ll give your vacancies an extra boost that might even put them ahead of the competition. Include the job salary and location, if possible, and include metadata. This is the code that tells Google what’s in your job vacancy, and how to categorise it: for maximum impact, therefore, make your meta description unique- rather than just a copy-and-paste job from the job vacancy itself. Would you apply? Once you’ve finished your writing your job advert, it can be tempting to just upload it and walk away, but first you should take a good look through it and ask yourself: would I apply for this job? It’s a litmus test, and it’s one that checks how engaging your writing style really is. Talk to the experts At Attrax, we build careers sites that give your job advertisements maximum visibility, whilst our years of experience in the recruitment sector means that we’re uniquely positioned to create sites that will thrive in the market. Want to jump-start your recruitment process? Why not talk to our team of experts- or find out more about the ins and outs of recruitment marketing in one of our blogs?

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Using technology to harness the latest recruitment trends
Using technology to harness the latest recruitment trends

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Blogs

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Blogs

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4/27/2018

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It’s no secret that technology has transformed everything from the way in which we pay for things, to the way we spend out leisure time, to the way in which we do business. The same is exactly true of the recruitment industry: with software getting ever smarter, recruiters are turning to the latest gadgets and functionality to give them the edge in the competitive market. But how to gain the edge in a market where the UK’s employment rate is reaching new highs- and shrinking the talent pool as it goes? Many are doing so by turning to the latest technologies to help revolutionise their hiring process, from sourcing to attracting, and eventually onboarding, candidates. And though some of them look obscure, they’re rapidly gaining attention.Here’s what you should be watching out for. Big data analysis Big Data seems to be this year’s buzzword- and for a good reason. The ability to gather huge amounts of data from around the internet, and from your clients’ activity on your recruitment site, using big data makes you twice as likely to improve your recruitment strategy, and three times as likely to reduce costs and gain efficiency in the way you go about it. By cribbing data from around the Internet, it’s something that everybody can do- and will help you predict trends in the market, and the mood of your customer base, among other things. By using systems like Hadoop to gather large amounts of data, you can refine the way in which you use it to find the right people for vacancies, or filter your search still further. The Internet is your oyster. Artificial Intelligence However, in order to make the most of this big data, many companies are also investing in AI systems to automate crucial parts of the recruitment process. Indeed, 80% of executives think that AI can improve productivity and performance within their companies, whilst a recent report suggested that AI will be responsible for the automation of 800 million jobs globally by 2030. It’s also incredibly versatile: from sifting through big data- and finding specific keywords in people’s CVs- to find the perfect candidates, to helping tackle unconscious bias by adjusting the screening criteria in your recruitment software, it’ll help you make better hiring decisions. You’ll be able to target the right people in your marketing strategies, and even screen candidates based on their job history. By using a software programme, you’ll be able to automate your recruitment process, which will help give you the edge in a market where 54% of recruiters think that the challenge of building a workforce with the right skills will get much harder in the future. The Cloud The rise of internet-based storage has given people all over the world the chance to back up and access their data immediately, from all over the world- and offers huge opportunities for recruiters, too. Given that the process of sourcing, interviewing and hiring fresh talent can be very time-consuming, having that data to hand allows viewers to react much more quickly to client requests, whilst multiple people can look at candidate applications at the same time, thus speeding up the efficiency of the hiring process. Gamification  Gamification is what happens when you apply game theory and game designs to engage and motivate people to completing your set goal. In terms of recruitment, it’s gaining traction as a method of increasing candidate applications, primarily by engaging candidates with things like quizzes on the industry you operate in, or by personalising the candidate experience to the point that they are engaged by your brand. It can also be a goldmine for recruiters wanting to find candidates who fit the demands of the role, and company culture- by seeing how these candidates perform in virtual tests, games or quizzes, potential candidates get an idea of what the demands of the job are like, resulting in a better quality of application for employers and recruiters alike.  Mobile recruitment Have you optimised your recruitment site for mobile job-seekers? Even though 70% of jobseekers use their phone to look for a job, less than half of recruitment sites have upgraded their sites to reflect that. Given that mobile traffic is a huge- and growing- part of online recruitment, it pays to invest time and effort into making sure your site is responsive, and has just as good a user experience as when people browse on your desktop. If done right, it will pay dividends a hundredfold. Talk to the experts. Our 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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3 ways to attract graduates with your careers site

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4/24/2018

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Though graduate season is traditionally in September, attracting fresh talent should be a company’s priority all year around.  And having a strategy in place is especially important if you’re hoping to attract the best new employees. With the country’s top employers increasing their graduate recruitment by 4.3% in 2017- a trend that looks set to increase, given the competitiveness of the market- employers need to do all they can to stand out from the crowd and attract the best young professionals, who will be able to contribute to and make their mark on their role in coming years.  One failsafe way to do this is with a careers site. Endlessly adaptable, a careers site lets you showcase the best of your employer brand alongside the best functionality- and here’s what you need to pay attention to if you want to net yourself some fresh talent from next year’s graduate pool. Work on your speed Having a website that loads quickly is invaluable in terms of stopping candidate drop-off. 47% of consumers expect a web page to load in two seconds or less, and this is especially true of today’s technology-savvy generation, who have grown up with almost-instant access to the Internet. Though their famously-short attention spans might be more of a myth than reality, it’s true that the plethora of other recruitment opportunities out there means that this piece of functionality is one that you should fix before people start getting exasperated with your load time. It’s all about the story How can you attract the best candidates? By getting them invested in the idea of life in your company. Millennials are picky about who they want to work for: 36% of them have said that the reputation of the organisation they applied to influenced their decision on whether or not to accept their current job. Indeed, investing time in your employer branding is vital if you want to sell them the role. Tell your viewers a story: film other graduates talking about their experience of the graduate scheme, doo interview with new starters, and let them tell their story about their experience of life at the company. Given that candidates trust employees three times more than any employer when it comes to providing information about working at a company, let your graduates do the speaking for you- and tell others why you are the place to go. For more insights on this, check out our article on the power of the employee story. Get social  How active are you on social media? More and more of us are logging into sites like LinkedIn, Facebook and Twitter every day, and with hundreds of thousands of students networking and jobhunting on LinkedIn especially, there’s no better way to attract new potential employees than on these popular networking platforms.  Now is the time to integrate your social media with your careers site. By showing Facebook posts on your website, you can encourage people to share your jobs and content, and follow your social media profiles; likewise, by posting on Facebook, you’ll be whetting peoples’ appetites and getting them to click through to the website. With around three quarters of all UK adults on social media, there’s no excuse for not getting involved, and taking advantage of the opportunities it can give you when reaching out to Internet-savvy graduates.  Make it easy to apply Today’s job-hunters want application processes that are quick and simple to fill out. This is especially for graduates: hunting for any job is stressful, but graduates need to balance completing their degree with applying for multiple opportunities at the same time. Make it easy for them- and increase your application completion rate- by cutting out the number of unnecessary stages in your application. Aim for two: perhaps uploading their CV and cover letter, and adding basic details. After all, the more work you ask them to do, the less likely they’ll be to do it- and the more information you’ll have to trawl through to find your ideal candidate. Talk to the experts. From functionality to appearance, we build careers sites that attract the right people. Find out how: browse our blog for more insights, or- if you're feeling curious- why not take the leap and talk to somebody from our the Attrax team?

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