Attrax insights

Attrax, the new name for 4MAT
Attrax, the new name for 4MAT

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

3/5/2020

** DEFAULT postresults.summarylabel - en-GB **

Welcome to Attrax, the new name for 4MAT. Inspired by our market-leading careers site system, Attrax reflects the innovation running through the company and positions us for the future.   Our journey Since our founding in 1999, 4MAT has experienced tremendous success. We have become a trusted leader in delivering award-winning careers sites and talent attraction solutions to blue-chip companies and our latest SaaS-based system, Attrax, is now widely recognized as the marketleading careers site system. Recent evolution Six months ago, our leadership team and company stakeholders sat down together to discuss how to continue to support our clients’ challenges and maintain our position as an innovator in the ever evolving talent acquisition space. This exercise turned into a larger-scale examination of our company, our industry, our competitors and our place in the HR tech stack. We concluded that we needed to make clear where we are positioned in the very fragmented HR tech market and to leverage the brand recognition that our careers site system Attrax has been earning since its release in 2018. A unified proposition Given how strongly we believe in our software, Attrax, the awards it has won and the results it delivers to our clients, it was only natural to choose it as our new company name. The decision to rebrand as Attrax brings together the power of two brands into one. Attract. Engage. Convert. What won't change Behind the new name and new look, we are still the same company and team, with the same culture and values. We remain committed to providing a premium product and service and always finding a better way to do things. Furthermore, with talent markets being more competitive than ever, we are committed to helping our clients cut through the noise and attract, engage and convert the talent they need. Thank you, all our clients, partners and suppliers, for your continued support and feedback during this process.Thank you for accompanying us in our evolution. We look forward to sharing this next phase of our journey with you and continuing to enable your success.  Mitchells & Butlers, one of UK's largest operators of restaurants, bars and pubs, is the latest Attrax partner to work with us on their new careers site - check out here a multi brand careers site converting candidates for over 2,000 vacancies. 

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Why is digital talent acquisition on the rise?

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

2/6/2020

** DEFAULT postresults.summarylabel - en-GB **

Technology has been redefining the recruitment process ever since the advent of the World Wide Web in 1990, before then CVs existed only in paper form. But we have come a long way since and the digitalisation of recruitment will only continue. Why? Simply because employers have recognised the potential technology has for saving time when sourcing, attracting and retaining candidates. And as for job seekers, they’re benefiting from a better candidate experience. Digital talent acquisition is on the rise meaning there’s no excuse not to be using your career site as the hub of your talent attraction. Technology is permeating every sector Amazon, Apple, Google and Microsoft sit atop the list of most valuable brands in 2019 and one key thing they all have in common is the sheer amount of capital they invest in technology. It is this investment over the years that has enabled companies to develop increasingly sophisticated software and robotics that can automate tasks previously carried out by humans. This is where the real opportunity lies for talent acquisition teams, but we’ve only seen a fraction of digital’s potential within the recruitment sector. It speeds up the process for recruiters Sourcing candidates for just one role can use up to a third of a hiring manager’s week and the solution to this is to automate the process. Automation – made possible by artificial intelligence – allows employers to relinquish some of the control over sourcing and assessing candidates. Recruitment chatbots – a feature in Attrax's roadmap – use AI to learn from previous queries and use this data to form more relevant answers. As a result, candidates can self-select themselves out of the application process, reducing the number of CVs that employers must sift through, and their time can be focused on the most suitable applications. For this very reason, 69% of recruiters found that AI helps attract higher-quality candidates. Other applications of technology in the recruitment process include video interviewing, and Vieple - a video interviewing software company - has seen a jump from 7% of companies using the technology in 2012 to 52% in 2019. Video interviewing cuts down the time-to-hire because no longer do you have the constraint of finding a time that both you and the candidate can get in a room. And the added bonus here is that your hiring process is more flexible and therefore more accessible to candidates with a disability, parents and those already in employment. It provides a superior candidate experience A poor candidate experience will harm your recruitment efforts and have a detrimental impact on your sales, which is why companies are recognising the need to host jobs on a dedicated careers site. An AI-integrated careers site improves the candidate experience through a streamlined application process and delivery of customisable content. For example, if a job seeker is browsing engineering jobs on your site the AI-integration enables you to suggest related content such as “A day in the week of an electrical engineer”, and vice versa. This will boost candidate engagement and increase the time they spend on your careers site. And a careers site which is optimised for mobile devices will enhance the experience for users too. Job seekers are increasingly beginning the search from their mobile as smartphones have revolutionised the way that we communicate; candidates can now apply for a job from their mobile device on-the-go in less than two minutes. A focus on digital talent acquisition is essential if you want to reach those digitally savvy candidates and widen your talent pool. How can Attrax help you attract talent? Are you interested in designing a new careers site or updating your current one? Using our careers site system we create our clients a site which converts visitors into high-quality job applicants. The AI-powered system delivers a personalised experience for candidates through relevant content and jobs based on their interaction with your careers site. View our portfolio here and contact us today for more information.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

Webinar: What makes a market-leading careers site
Webinar: What makes a market-leading careers site

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

1/30/2020

** DEFAULT postresults.summarylabel - en-GB **

Following the success of part one of Attrax' eBook series for talent acquisition professionals, part two "Features and functionality of a market-leading careers website" is here to help. Attrax's talent attraction and digital marketing expert David Johnston is hosting a first-class session with several eBook contributors: Victoria Jones, Head of Talent Acquisition at Atkins (SNC-Lavalin Group)Ben Gledhill, Head of Talent Acquisition at YodelAdam Templeman, Global Head of CSMS Staffing at IQVIA This webinar, based on part two of our eBook series, deep dives into the must-have hygiene factors of a market-leading careers site and features success stories from our eBook contributors with AI, ATS integration, automated marketing, chatbots and much more. 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 in 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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella

ONREC Awards 2020 Shortlist Announced
ONREC Awards 2020 shortlist announced

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

1/23/2020

** DEFAULT postresults.summarylabel - en-GB **

The ONREC Awards is one of the most eagerly-awaited events in the recruitment year and yesterday they finally unveiled their shortlisted picks, ahead of a black-tie event on 5th March at Leonardo Royal London St Paul's.At Attrax, we’ve been rubbing our hands over this for months, and now all that waiting is paying off: we’re delighted to announce that 4 of our clients have been nominated for several awards over multiple categories for this years’ event.Our nominated clients are dominating the category ‘The Best Online Candidate Experience Award’: under Recruiter we have Tradewind Recruitment, Harnham and Quanta while SNC-Lavalin is shortlisted for the Corporate section.  The turnout this year has been great, and at Attrax we’re all looking forward with crossed fingers to March, when they’ll announce the winners.Congratulations to everyone who has been shortlisted!Take a look at the official ONREC shortlist here.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella

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

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

1/23/2020

** DEFAULT postresults.summarylabel - en-GB **

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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

How to optimise your careers site for Google BERT

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

1/14/2020

** DEFAULT postresults.summarylabel - en-GB **

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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

Top 7 recruitment trends to watch for in 2020

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

1/2/2020

** DEFAULT postresults.summarylabel - en-GB **

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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

Attrax unveil two new websites for Hanover

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

12/20/2019

** DEFAULT postresults.summarylabel - en-GB **

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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

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

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

12/16/2019

** DEFAULT postresults.summarylabel - en-GB **

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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella

Attrax's latest website with Hobson Prior goes live

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

11/26/2019

** DEFAULT postresults.summarylabel - en-GB **

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.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson