Attrax insights

Employer branding and your employee stories

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

Blogs

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

Blogs

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

10/15/2018

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

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

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

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

What's trending: content marketing 2018

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

Blogs

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

Blogs

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

10/1/2018

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

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

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

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

Fixing the holes in your ATS

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

Blogs

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

Blogs

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

9/25/2018

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

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

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

Explore
Creating a great recruitment marketing campaign

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

Blogs

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

Blogs

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

9/14/2018

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

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

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

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

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

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

Blogs

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

Blogs

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

9/5/2018

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

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

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

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella

Building your employer brand with your careers site

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

Blogs

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

Blogs

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

8/16/2018

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

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

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

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

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

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

Blogs

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

Blogs

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

8/9/2018

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

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

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

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

Can AI replace the recruiter?

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

Blogs

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

Blogs

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

8/1/2018

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

Technology has been impacting our lives for centuries, but perhaps never quite as much as in the past twenty or thirty years. With the advent of the Internet and smartphones, we’ve become accustomed to accessing everything we want at the touch of a button, whether it’s ordering food, clothes or checking our bank balances. This applies to recruitment, too. For years, the sector hasn’t changed all that much: recruiters still sift through piles of CV and decide which applications to take further, and which not. But the introduction of AI might be due to change that. Along with big data, it’s proven to be quite a disruptor, and has already changed the way in which the sector works.  Alongside introducing chatbots to communicate with clients, and analysing masses of candidate data to develop smarter marketing and recruitment techniques, it is capable of running algorithm-based searches which can find candidates and match them to the best jobs, based on their CV and digital footprint. Given that this is the recruiter’s bread and butter, this could spell quite a worrying trend for the industry.  So, what does this mean for the recruiter?  Automation has the potential to be a huge threat for recruiters: after all, machine learning is capable of matching more clients, more accurately than any human, which is a huge part of any recruiter’s job. For an industry that is also worth billions of pounds worldwide, machine learning also has the potential to automate low-level tasks, streamline the recruitment process and decrease the time to hire.  However, there are some positives too: though AI algorithms can match the key skills and experience on a candidate’s CV to their ideal jobs, they cannot sell a job in the same way that a recruiter can. They don’t know how to present an opportunity- or to negotiate between the client and the candidate in the way that a skilled recruiter can. Similarly, the ‘cold’ feeling of interacting with a machine or chatbot can’t replace the relationship that many recruiters build with their customers.   As machine learning gets smarter, many of these problems may be overcome: by smarter machines, by machines that are already learning how to hold primitive ‘conversations’ with humans- such as Amazon’s Alexa. So, the fact remains: recruitment is a human-based industry, and while AI is an immensely useful tool for streamlining the recruitment process, the decision-making will stay at a human level.  The world of recruitment isn’t finished changing yet and if anything the rise of AI is an opportunity for recruiters. In fact, 69% say that AI attracts higher-quality candidates whilst removing some monotony from their job. Look to the future with Attrax At Attrax, we build careers sites that are designed to last - discover how we can create one for you using our AI-powered careers site system.Or contact us today to hear how you can create a user experience that engages and attracts the top talent ahead of your competitors

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

Explore
Google for Jobs- the latest results
Google for Jobs- the latest results

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

Blogs

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

Blogs

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

7/25/2018

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

Google for Jobs- following a year-long incubation period since its rollout in the USA last June- has finally launched in the UK.With 30% of all of Google’s search entries related to jobhunting, it’s clear that the appetite for a new widget that will help jobhunters to connect with new vacancies faster than ever is at an all-time high in the UK. And the launch of Google for Jobs is set to transform the recruitment landscape, giving visibility to careers websites over job boards- that is, if your careers website is correctly optimised.Indeed, this is a huge opportunity for in-house recruiters to source their best candidates themselves, with a fully optimised-careers website. But how should you go about it, and what do you need to know when it comes to appearing in Google for Jobs?Wonder no more with our latest webinar. Aimed at addressing any issues surrounding the launch of Google for Jobs, the webinar will help you understand what challenges you need to overcome to make the most of Google’s latest venture- and the opportunities you have as a result. We’ll even share some of the early results we’ve been receiving on candidate traffic and completed applications. Watch it here!

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

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

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

Blogs

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

Blogs

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

7/24/2018

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

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. 

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

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella