Attrax insights

The best applicant tracking systems plugin to Attrax

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Blogs

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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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Blogs

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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

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

How does unconscious bias damage your diversity?

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Blogs

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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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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

5 things to consider when hiring Gen Z

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Blogs

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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

Lucy Dawson

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Lucy Dawson

69% of recruiters say AI attracts higher-quality candidates

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Blogs

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Blogs

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10/22/2019

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Artificial intelligence (AI) means robots, right? Actually, it’s not all that futuristic – in fact, AI is integrated into our lives already, most notably in the form of predictive searches. AI is like a train that’s been slowly gaining momentum and it’s beginning to take control of the direction that businesses go in. Talent acquisition professionals are noticing the benefits of using it in the hiring process, meaning that those who do not board the AI train will be left behind as their competitors watch them from the rear-view mirror. AI undoubtedly helps companies attract top talent, but the benefits do not stop there. We’ll be taking a look at the other aspects of the hiring process that AI optimises, and why you should get on board. What do we mean by AI? Our careers site system uses AI to create a relevant experience for candidates by utilising machine learning. Total Search uses algorithms to predict the most relevant results based on other similar searches - getting visitors to the content more quickly than traditional search. AI starts to build a visitor’s profile from the minute they land on a website; the information is then used to deliver the most relevant jobs, blogs and imagery through banners and content widgets. The website learns from the candidates’ previous activity, thereby mimicking human intelligence and solving cognitive problems. Why is an AI-integrated careers site so important? When candidates click through onto our clients’ websites the system gathers information on who they are; it looks at the job category, location and market for example. Using this profile, we are then able to tailor the content of the website so that it is unique to every candidate. For example, if a prospect lands on a marketing manager job-page they might be shown on the side a blog titled “A day in the life of a marketing manager”. The goal is to display relevant blogs and related jobs so that life is made easy for the candidate and they do not have to search for vacancies. Total Search and visitor profiling are fundamental for converting talent, helping the right people to apply and filtering out those who aren’t suitable. Why relinquish control of this candidate data to a job board? Keep your careers site at the heart of everything you do to ensure you’re not only owning your candidate information, but also using it in the best way. More highly targeted individuals Using Attrax, Vodafone’s careers site saw a result of 24% of unique visitors completing applications. AI ensures that unique content is displayed to potential candidates - providing a personalised prospect experience which encourages candidates to complete their applications. Not only will this increase your conversion rate but since candidates are supplying their details, the process also builds your talent pipeline. From here you can advertise jobs to prospects even if they have started an application and abandoned it. The benefits don’t stop there AI can be used to collate candidate information and reduce the time recruiters spend on technology-based tasks. This frees up more time to pursue leads and dedicate efforts to providing a top-level service. Another major benefit of using AI is the possibility of it removing unconscious bias in the recruitment process. If this intelligence can create a fairer process and eliminate the risk of discrimination, then it stands to be a valuable tool for recruiting. What direction will AI take us in? As it begins to present more solutions to finding the best talent and saving time, we will witness AI becoming more widespread in the recruitment landscape. Processes will become more automated and candidates will be offered an increasingly personalised experience. Companies that fail to adopt AI may find their competitors sourcing prospects and placing them before said company has generated any leads - therefore AI has the potential to dramatically reduce time-to-hire. All aboard AI is a train, and it is steaming ahead. The driving force is pulling all companies in the direction that it wants. If you don’t get on board it won’t wait for you. Fall behind and you’ll find it extremely difficult to catch up with your competitors. Contact Attrax for advice on improving your careers site Are you interested in how you can incorporate AI into your careers site to create an unrivalled experience for candidates? We’ve been using AI technology for over 10 years now and our industry experts can help you use it to attract top talent. Get in touch today.

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Attrax' take on HR Tech 2019
Attrax's take on HR Tech 2019

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Blogs

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Blogs

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10/14/2019

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Earlier this month, Attrax's CEO James Saunders visited the world’s most popular HR/ Talent Acquisition event –the HR Technology Conference and Exposition in Las Vegas.HR Tech annually gathers HR experts and professionals to discuss how companies can use the latest technology to create a seamless talent experience. Although the 2019 edition ended on Friday 4th October, the lessons learned and key trends will continue all year.Here are three key takeaways that will have a lasting impact in 2020:   The demise of end-to-end solutionsAs the world-known industry analyst John Bersin mentions in his session “There used to be a very clear strategy of going to the right vendor to get everything you need. Now it’s impossible to get everything from one vendor […]. Vendors that try to do everything can’t keep up”. Simply put, companies are investing in solutions that solve very specific needs as bigger vendors are struggling to “do it all”. The rise of talent experienceSeveral speakers dealt with the new concept of talent experience – an expression encompassing both candidate experience and employee experience. From the moment individuals check your careers website for vacancies to the moment after they have left and are ready to leave a positive review, it is all part of a seamless experience for them. Companies need to step up and be able to offer a smooth experience for their employees throughout the employment cycle.  Embrace AI in recruitment According to John Bersin AI is becoming ubiquitous in HR technology and a lot of vendors are incorporating it into their products. It is easy for HR and Talent Acquisition teams to get overwhelmed by all the technological changes they are encouraged to adopt. Tools like AI should not be perceived as frightening given the lasting positive impact they can have on the talent experience.  The popular hospitality giant Hilton has integrated AI in the recruitment process: their video interview tools use predictive intelligence to quickly analyse and place candidates in roles where they can flourish. Sarah Smart, Hilton’s VP Global Recruitment, has testified that the time needed to fill a vacancy went down from six weeks to one week, that Hilton has 400% more offers and that their turnover rate has significantly declined as a result of incorporating AI.Want to know more about AI and recruitment? Read our blog 69% of recruiters say AI attracts higher-quality candidates. Let Attrax help Our careers site system, Attrax, is powered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. Attrax provides your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site. Contact us for more information to see how we can help you today.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

How poor candidate experience has a detrimental impact on your sales

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Blogs

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Blogs

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10/8/2019

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1 Advanced issue found▲1 Imagine that you were walking along the high-street and someone barges right past you, barely glances back and doesn’t even mutter an apology. You walk on towards the nearest pharmacy and see that very person behind the counter. Are you going to part with your money and give it to someone that you’ve had a bad experience with? Most likely not. In fact, 75% of candidates who had an unsatisfactory experience reported they were unlikely to become a customer of the hiring organisation. Therefore, your hiring process is both an opportunity to attract top talent and to boost your sales by building a good reputation. 0 Advanced issue found▲  View your candidates as customers 0 Advanced issue found▲ 0 Advanced issue found▲  Throughout the hiring process, right from the moment that the candidate lands on your website, they are interacting with your employer brand. Every stage is an opportunity to attract the top talent by providing a positive candidate experience. As a matter of fact, 88% of candidates who had a positive experience were more likely to tell others to apply. 0 Advanced issue found▲  “Poor candidate experience during the hiring process will have an impact on how those candidates view your product or service” – Warren Davison, Attrax, Client Services Director 4 Advanced issues found▲  As they are building their perception of your employer brand, candidates are also creating their general impression of your brand. Virgin Media calculated they were losing £4.4 million per year from subscriptions cancelled by candidates who’d had a bad experience. This puts a monetary value on a bad candidate experience and illustrates the importance of invest time into creating an excellent application journey for prospective employees. The process is just as vital for your organisational sales as it is to successfully market your product or service. 0 Advanced issue found▲  How to improve your candidate-customer service 3 Advanced issues found▲1 The key to make the experience positive for candidates is to identify how you can make it memorable. Since 65% never or rarely hear back from employers, communication is a quick way to differentiate yourself from your competitors. Keep track of your applicants throughout the recruitment process and beyond. Be responsive and let candidates know as soon as you are no longer considering them for the role. Those that are not suited for the role but display strong talent should be encouraged to sign up for ‘new job’ notification emails – by doing so you will build your talent pipeline. Distinguish your company as a provider of great candidate experience by being open to offering and receiving feedback. 2 Advanced issues found▲1 If you’re diverting candidates to your website, ensure that this will add value to their application process. Ask yourself whether your website could be confusing to navigate, and if there is a chance that it could be detracting talent. 60% of job seekers abandon their application either because of its length or complexity. This highlights the importance of creating a careers website that supports a simple application process. Also, the more user-friendly that your website is the more time that candidates will spend on your websites. That one potential job seeker may apply to several job posts and engage with your content. 0 Advanced issue found▲  Read part one of our eBook for advice on how to create a business case to present to your internal stakeholders (finance, HR, Marketing and IT teams) and get them in favour of updating your careers website. 0 Advanced issue found▲  What will the reward be? 0 Advanced issue found▲  Talent experience is the broader understanding that both employees and candidates are advocates for your brand. Whether a candidate landed on your careers page and then left your website immediately, or got through to the final stage of the process, they have the power to influence other people’s perception of your brand through word of mouth. And since we are more likely to share our negative experiences with our friends, family and co-workers, every company should be doing all that they can to make the hiring process a good one. Recommendations will boost the number of applications that you receive, and candidates are more likely to buy your products or services over your competitors as you have provided them with added value. 1 Advanced issue found▲  The job market is shifting towards being candidate-driven so it’s vital to provide value in the application process. Aim to give a standard of service that you would expect yourself as a paying customer. 0 Advanced issue found▲  Create a careers website that adds value to your candidate experience 1 Advanced issue found▲2 A good careers website is invaluable to your company, both regarding attracting top talent and strengthening your reputation. At Attrax, we have the expertise to advise you on what the market wants, specific to your industry. Our careers site system ispowered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. Contact us to find out how we can tailor a website for you. 

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Employee recruitment strategies that will attract the best candidates

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10/3/2019

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If you’re looking to employ the best candidates, there are a few things you need to consider. To create the best employee recruitment strategy that will firstly attract candidates and secondly, engage them and encourage them to apply, you must consider a candidate’s approach to job hunting. Did you know that 70% of job searches begin on Google? That’s why a digital marketing strategy is key to building up your employer brand and promoting your reputation for stellar candidate engagement and knowledgeable industry insights. Continue reading to find out what steps you can take to ensure you are attracting the best candidates for your roles:  Develop your brand identity Your reputation is essential to your success as a business — it’s been reported that 69% of candidates wouldn’t consider applying to a company with a bad reputation even if they were unemployed. Therefore, it’s important to consider the way your brand is constructed, advertised and received by jobseekers. Marketing your jobs on social media can lead to a high number of applications, so utilise your company’s social media channels to raise awareness of not only your vacancies, but also your brand’s positive and inclusive company culture. Social media can help build a network of candidates who are engaged with your company and the jobs you are offering. Through social media, you can shape and market a company culture that values and rewards loyalty to inspire candidates to want to join your community. To do this, you should have a compelling message that differentiates your company from your competitors and attracts jobseekers through the incentives you offer.  Other brand building examples include marketing campaigns and content marketing services which build your reputation for being knowledgeable in your field and gain trust from your audience. Creating content on topics in your field will also allow you to develop a distinct employer brand that reflects the essence of your company and the things you are aiming to achieve with your product or services. Provide a good user experience In a digital age where most job searches start online, your careers site is vital in attracting and engaging candidates and persuading them to apply. Although it can’t replace an effective careers site, an applicant tracking system (ATS) can be integrated into your careers site to monitor and analyse a candidate’s engagement. This data can then allow you to make innovations leading to higher applications.  The most common reasons for candidate disengagement or abandoned applications include slow loading pages, broken pages, a lengthy application process or outdated web design. Counteract these problems and offer a great candidate user experience by investing in great web design and an easy-to-use CMS that allows for easy customisation.  Updating your web design can not only improve your branding and gain trust from the user but can also improve landing page loading times and provide an easy-to-use streamlined website navigation system. This makes a significant difference in candidate experience and therefore number of completed applications. Make your jobs searchable For candidates to apply to your job vacancies, they must first be able to find them. Make your job listings as discoverable as possible by considering search engine optimisation (SEO) when writing job titles. To do this, include highly-searched keywords in the titles, descriptions and meta descriptions of your job listings. It’s also possible for great web design to increase your search engine rankings by easily transferring the essential information to Google for Jobs and other job boards.  Once suitable candidates have found your job listing, you want them to apply, therefore aim to include key information in the listing that will make it as attractive as possible while still being accurate. Research the market you are aiming to attract and be transparent in your presentation. Candidates mostly want to know about the salary, working hours and benefits your company provides. In addition to website rankings and job boards, it’s useful to market your jobs on social media as research firm Aberdeen Group reported that 73% of millennials found their last position through a social media website.  Let Attrax help Our careers site system is powered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. We can help you provide your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site. Contact us for more information to see how we can help you today.

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Attracting organic traffic to your careers site

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9/24/2019

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Organic traffic references the number of visitors to your site derived from search engine results and is one of the most important sources of site traffic, alongside referral, social, direct, e-mail and the opposite — paid search. There are many benefits and drawbacks to each type of traffic due to the quality of candidates they attract, but each source of traffic is valuable and contributes to the success of your company. Organic traffic benefits from having a lasting source of traffic as opposed to the inevitable spike and descent of traffic that comes with paid search. It’s cost-effective and can provide a great ROI but can be labour-intensive and more of a long-term strategy than paid solutions are. The importance and magnitude of organic traffic, especially from Google, can be demonstrated through Google’s five-minute outage in 2013 which decreased web traffic by 40%. It’s clear that a large volume of traffic is sourced from search engines, unsurprising when you hear that there are over 3.5 billion searches made on Google per day. Many people try to push their search engine rankings higher through black hat SEO practises like keyword-stuffing, duplicating content and cloaking (when your content is completely irrelevant to the title and description). But all these methods have been penalised by Google and other search engines for their malpractice in recent years. So, how can you generate true organic traffic to your careers site and improve the quality of visitors you get? Create good-quality and consistent content Content marketing has many proven benefits — one of which is driving relevant traffic to your website. People who search for the topics your content entails (which should be closely related to your business area) are already interested in your sector and therefore more open to engagement. You can convert this engagement into job applications by embedding call to action links throughout your content. Bad, or unrelated leads through other forms of web traffic, can inevitably lead to a higher bounce rate. By producing professional and knowledgeable content, you can build your employer brand and reputation for being an expert in your field, as well as providing a good user experience through providing useful and free content. In addition, uploading new content regularly is a great way of ranking highly on Google which promotes websites that produce fresh content.   The benefits are nothing to scoff at as content marketing generates three times as many leads as paid search per pound spent.   Aim to rank for long-tail key phrases Instead of competing with giant corporations to rank for highly searched head term keywords, it’s a better strategy to focus on highly-focused search queries which usually convert very well. In fact, long-tail keywords of five words or more contribute to 70% of searches. You can aim to rank for these long-tail key phrases by tailoring the promotion of your jobs around a specific location — and adding them to your meta title and descriptions. In addition, to find out which keywords you should aim to rank for, using something as simple as Google’s autocomplete feature and “Searches Related To” tab can show you important key phrases for adoption. Optimise your landing pages to be SEO friendly The core purpose of using SEO for a careers site is to increase the number of people applying to jobs through your website, and this can be done in two ways. Firstly, you should aim to rank highly on search engines to raise awareness of your brand and the available job opportunities. Secondly, and even more importantly, you should aim to entice those people to click on the link and apply for a job. By creating landing pages for jobs based on similarities such as location or sector, you can also generate meta titles and meta descriptions that play on these highly-specific long-tail key phrases. Make sure your titles and descriptions contain only the most relevant and inviting information since they can be previewed on search engines and written correctly, can attract the right attention to your jobs. Organic traffic has been an important aspect of SEO ever since the invention of search engines which revolutionised marketing in a digital age. Its importance only continues to increase as accessibility to search engines are also on the rise. To keep on track with current trends and utilise the 3.5 billion daily searches that are made on Google, follow the tips mentioned and see a substantial increase in your organic traffic and job applications. Let Attrax help Our careers site system is powered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. Do you want to provide your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site? Contact us for more information to see how we can help you today.

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Explore
Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Webinar: Driving diversity and accessibility through your careers website
Webinar: driving diversity and accessibility through your careers site

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Blogs

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Blogs

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9/19/2019

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A great careers website is your biggest asset in attracting a variety of talent.From image choice to targeted content, whether you are looking to attract more women in engineering, increase diversity in your IT Team or promote your building accessibility to wheelchair users, your careers website will position you as an inclusive employer who values a diverse workforce. In this webinar Attrax' marketing and UX experts David Johnston, Matthew Lasky and Beatrice Caldarella cover: Must-have features for a top performing careers websiteTop five updates to make your careers website more accessibleHow to use your careers website to attract top diverse talent 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.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella