Attrax insights

The power of the employee story
The power of the employee story

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Blogs

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Blogs

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4/10/2018

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Employer branding is gradually coming to the forefront of many employers’ recruitment strategies. In an industry where 36% of companies are experiencing talent shortages, and unemployment rates in the UK are at a low ebb, the race to find and hire talented candidates is fiercer than ever. And given that these skills shortages are costing British businesses up to £2bn a year, it’s a problem that many employers are keen to solve.How do you attract the best candidates in an overcrowded market? Through employer branding.Businesses are starting to recognise the value of their employees when it comes to standing out amongst their competitors. Job applicants want to work at a company with a good work life balance and company culture- something that 95% of the newest generation of employees, millennials, say is important to them. Given that candidates trust employees three times more than the employer itself when it comes to providing information on a certain company, it’s a source of marketing that’s well worth tapping into. This is especially true given its benefits to employers: employee turnover can also be reduced by 28% if companies invest in their employer brand. Indeed, employees who have a more realistic idea of what it’s like to work for your company are more likely to apply for jobs with you, and be a good cultural fit once they’re hired. And the first stop for many of these potential job applicants is your careers site. In a market where 27% of candidates want to learn about your culture from your site- and 53% say it’s their first port of call when they’re applying for a job- you need to make sure that your careers site holds everything those candidates need to know about why it’s great to work for you.If you want to build up a reputation as a place where people love to work, then you need to tap into the potential that your employees have in connecting with both passive and active candidates.How? Give candidates what they want: 35% of them say that employee testimonials are the most valuable piece of recruitment marketing content that they see when evaluating a prospective job opportunity. For countrywide employer npower, the answer lay in harnessing employee stories on their careers site through interviews, testimonial-style videos, and day-in-the-life videos of what a job was really like every day. By asking employees from different departments what they liked about working for them, and letting them tell their own story about life at the company, prospective applicants could find out what life was like at the company that they were considering applying to. By letting employees tell their own stories, and encouraging them to share these on social media, npower could tell an authentic message and share it more widely than they could on their own. After all, messages sent from an employee’s social media profile reach further and have more impact than anything your company’s official social media channels push out: an approach shared by 52% of potential job hunters.For npower, this approach worked. Including employee testimonials and interviews on social media and their careers website boosted application rates and improved their quality of hire- as well as helping to make their employer brand a success in the competitive world of candidate recruitment. For companies wanting to do the same, it’s time to tap into the power of the employee story. Our smart careers site system is powered by the latest AI to deliver an outstanding talent experience and a strong conversion of candidates into the ATS. Attrax provides your future talent with personalised employer branding, relevant content and jobs based on their browsing history and recruitment needs.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Blockchain in recruitment: is it viable?
Blockchain in recruitment: is it viable?

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Blogs

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Blogs

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4/4/2018

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Today, technology is ubiquitous in our daily lives. We use it for everything from organising our daily lives to doing our online banking- and today, we’re apply it to the way we work, too. The recruitment sector has, of course, also moved with the times and adopted technology-based recruitment methods, with recruiters headhunting candidates on social media platforms like LinkedIn, attracting them with advertising banners and even sending out email mailshots to attract fresh talent.However, bigger changes may be on the horizon, in the form of blockchain. Blockchain originally emerged onto the scene as a technology aimed at making financial transactions more secure, using a digital ledger that tracks and files online transactions in a way that places emphasis on security and on background checks. However, recruiters are now starting to see how this approach can be applied to the recruitment industry. And it’s starting to take off: last year, IT recruitment agency Technojobs partnered with APPII, the world’s first blockchain career verification platform, to create ‘verified career profiles’ for them to use on their site. But what is it- and why is it so revolutionary? The potential for applying blockchain to recruitment- and to HR- is huge. One of the key issues when it comes to hiring potential candidates is checking that their background data is all viable, and that they are who they actually say they are. This is by far the most time-consuming part of any hiring process, and blockchain offers recruiters the chance to cut this time in half- for candidates as well as recruiters, who often spent vast amounts of time filling out large and cumbersome forms to prove their identity and credentials. The result? A quicker and cheaper recruitment process.This can be done by tracking a candidate’s ‘digital ID’ in a way similar to a blockchain transaction, letting employers and recruiters see the entirety of a candidate’s history online, from their school marks to their work experience and job history, all verified by their respective employers, schools and universities- thus even removing the need to check for a reference, allow people to focus on matching candidates to the right jobs. Thanks to technology, this data would also be automatically uploaded to the database every time a candidate starts a new job, takes a professional development course or more.This accuracy could even be applied to verifying a candidate’s CV, letting universities, employers and schools verify every point in their CV and therefore eliminating the danger of accepting candidates with out of date, or fraudulent, documents. In the future, these could even be stored directly on this blockchain, creating a standardised career profile, and ensuring an easy and simple application process for candidates and for recruiters, who are in effect responsible for passing these candidates on to prospective employers. Some are even talking of introducing biometric ID verification processes , thus further ensuring the legitimacy of a candidate.  A blockchain-oriented approach to recruitment may even pay off in the future: though the fact that it’s on an online database means that information cannot be deleted, candidate data can be retracted, meaning that this approach is essentially GDPR-compliant.Blockchain promises huge benefits for recruiters. In addition to ensuring security- as information, once added, can’t be altered or deleted- the promise of easily-validated content means that recruiters will be able to find and recruit a higher quality of candidates to various vacancies. By extension, that also results in higher levels of confidence in those same candidates, as increased transparency within the system will ensure that everybody starts out on a level playing ground- and who know that they have the right qualifications to succeed in a role they’re applying for.Love it or hate it, blockchain is shaping up to be the future. With improved security, ease of use and the potential to reduce the amount of fraud in candidate applications, it’s being touted as the next big thing in recruitment.Time will tell.At Attrax, we pride ourselves at keeping up to date with the changing market so we can create careers sites that are designed to thrive whatever the circumstances. For more industry tips and insights, why not take a look at our blogs?

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

How to get the most out of your Facebook adverts
How to get the most out of your Facebook adverts

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Blogs

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Blogs

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3/28/2018

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Facebook is one of the most popular social media platforms on the planet. With an average of more than 1.4 billion people logging on every day, and the platform growing by an average of 14% every year, it’s the perfect place to be if you want to be seen online.But how can employers connect with potential customers and candidates? Facebook has its own method for ensuring you get huge numbers of views online: the Facebook advert. With Mark Zuckerberg regularly changing up the platform and the tools that marketers use to reach out to their audience, the Facebook ad is a fantastic tool: you write your message, choose who to target and set a budget which determines how many people see your advert, and click on it, until money or time runs out.But in such a noisy space, how can you write an advertisement that stands out, and entices candidates to click on it- whether it’s an interesting article or a must-not-miss job vacancy?Here are some tips for getting more out of your Facebook campaign.  Include a strong offer What will entice your ideal candidate to click on your ad rather than on somebody else’s? You have to give them an incentive to click on your advertisement, whether it’s through the image that you use or the copy that you write. After all, shopping for jobs is like shopping for clothes- and people love to buy things.You need to tell them what’s in it for them: what employee benefits might you have? Is there a good salary, or will the role that you’re offering challenge and excite your candidates? What about company culture? If your job has a selling point, then include it here, because it’s the only thing that your candidate is going to see that will convince them to click on your vacancy. You should also make sure that the image that pulls through is relevant and eye-catching: bright colours, and dynamic scenes that will be sure to catch the eye are always a winner!Once that’s done, you should also include a call to action to incite immediate action: for instance, ‘apply here now!’.  Target fans Facebook’s targeting system is a thing of wonder, and if you’re not using it then you need to quickly familiarise yourself with how it works. Facebook’s targeting allows you to target who views your ad, filtering by location, gender, age, relationship status, financial income, political preference and more.  As if that’s not enough, you can also filter by interests, and even by behaviour- for example, people who travel a lot or people who buy from high-quality stores. Given the amount of information we share on Facebook, it’s really no surprise, and though it can be an imperfect system, there’s no point targeting people who will just scroll past, so this will increase your chances of people interacting with what you post.  Keep it small How fast do you scroll through your Facebook feed? Likely too fast to take everything in all at once. As a result, your advert has to be short and succinct if you want to stand a chance of engaging the casual viewer. Keep it to the point: a hundred words or less. If you want to increase your chances of being relevant and engaging, why not create several different, tailored versions of your advert and target it towards different people? Set goals It might be boring, but it’s definitely necessary. If you want to measure how effective your Facebook ad campaign is going, then you need to measure it, in order to be able to collect results and find out whether your ads are targeting the right people. Break your goals down into smaller, daily goals- for instance, rather than hitting 1,400 people in a fortnight, aim to reach 700 people a day. This will help you keep closer tabs on how well your campaign is performing, and what needs to be changed.At Attrax, we make the effort to learn about all aspects of online digital marketing so we can share our industry expertise with other employers. Find out more about what we do here.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Passive candidates: a hidden goldmine?
Passive candidates: a hidden goldmine?

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Blogs

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Blogs

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3/14/2018

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If you're recruiting, it’s easy to attract active candidates- they’re the ones who make the effort to job hunt, who get in touch with your recruiting consultants, and who scour the internet for the jobs that you’re publishing.However, many employers- and recruitment agencies- are now waking up to the potential of passive candidates. These people are not actively looking for a job, but increasing amounts of recruiters are putting in the time and energy to find them on social media platforms like LinkedIn or Facebook, solely in order to convince them to swap jobs and apply for yours.But in a market where 25% of fully employed workers are actively hunting for their next role, what makes these less-involved employees so special?Looking for passive candidates gives recruiters the chance to find potential candidates who exactly fit the criteria of the job they're looking to fill. Where advertising for a job might bring in a slew of job applications- where only a few CVs that are sent in end up looking promising- turning to passive candidates lets you tailor your job search and find precisely the person that you want, with the right skills, job history and even the right degree. Though it takes time to find them, investing effort into finding these ideal candidates can pay off a hundredfold with a new hire that exactly suits the job, and who will impact your company more than perhaps a conventional hire: indeed, a passive candidate is 120% more likely to make an impact on your business, and 33% of them are more likely to seek out challenging work in their new role. It's also a hidden goldmine, as passive candidates actually make up a stunning 60% of the workforce, and are open to receiving new job opportunities and approaches from recruiters and employers alike- given the right incentive. Indeed, in today’s increasingly competitive recruitment landscape, too, companies are increasingly turning to passive candidates to fill the gaps left by an absence of active candidates. In a market where employers are struggling to stand out from the competition and attract skilled applicants, passive candidates provide a simple alternative: if you can find your ideal candidate and convince them to join then you’ve just sidestepped the entire fraught recruitment process in favour of a hire who has been handpicked for the potential they bring to your business. Furthermore, taking the time to get in touch with them can also pay off in terms of competition: the chances are that they’re also not being interviewed by anybody else. But how can you weed them out- and entice them to actually apply for your vacancy? Take charge of your careers site To stand out to these candidates, you need to make sure you’re sharing content that people want to read- and not just people who are actively looking for a job. Social media lets you network and get your voice heard: by posting, retweeting and engaging in relevant discussions, you’ll be able to build your reputation and build a network that will make it that much easier to find somebody when the time comes around. This should also be backed up by publishing interesting, sector-relevant content that attracts traffic to your site, and incites people to share it: the more well-known you are in the market, the more likely these candidates will be to apply for a job or accept one when it’s offered. Provide an incentive When it comes to finding these candidates, it’s also a good idea to implement a referrals scheme, which encourages staff to find friends who would be well-suited to the role- often with a reward if their candidate is hired. It’s also worth doing, as these referrals make up 7% of candidates but end up making up 40% of hires.  Sell the job What would entice a passive candidate to leave their current job and come to yours? Depending on the kind of position you’re offering, you’ll need to advertise and emphasise different aspects of your role. If it’s similar to what your ideal candidate already works in, then they’ll take it for more money, and better opportunities or challenges; if it’s a higher-level role, then they’ll take less money, especially if what they stand to gain in experience and standing is huge. You should also take into account the importance of workplace culture, work-life balance and employee benefits- and take pains to emphasise them, especially if you’re advertising for a high-stress job.Though of course active candidates are a vital part of your recruitment pipeline, passive candidates are a hidden goldmine that it pays to spend time cultivating. After all, the better quality your applicants are, the better your business.Attrax lets you create a user experience that engages the top talent you are after. Find out more here. 

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Three reasons you should be investing in SEO

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Blogs

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Blogs

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3/9/2018

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SEO can be a complex- and time consuming- strategy to get right, especially in the busy world of recruitment. Though it might be easier to disregard it, there are plenty of reasons that you should be making SEO your top priority for 2018.With Google accounting for over 79% of all global desktop search traffic last year, the levels of traffic you pull into your recruitment website is almost solely reliant on how well your website ranks on its search result rankings. Taking the time to get to grips with your SEO is therefore well worth the effort, especially if you want to ensure that your website will thrive in the competitive market. And the On the Edge Marketing Expo I presented at yesterday was a great example of how important it is that marketers make the most of this versatile and incredibly useful tool. With huge changes on the horizon for the recruitment industry, here are some more reasons that you should be turning to tags, keywords and metadata to secure your place in Google’s search engine rankings. 1. Google for Jobs is coming The biggest reason to start planning is the upcoming launch of Google for Jobs in the UK. Since launching in the US last June, Google has taken the recruitment industry by storm with its newest project- and looks to do the same over here. Essentially a widget that plugs into Google’s search engine results, above the Organic Results, it acts as a job aggregator that pulls in job postings around the internet and lets candidates browse them at leisure. It can filter jobs by distance, salary, location and it also lets you apply to that job via any website that job is posted on, whether job board or recruitment website.With Google essentially acting as the industry’s newest- and likely most influential- job aggregator, it’s vital that you ensure your recruitment website ranks if you want to outcompete fellow recruitment agencies and show higher on Google- thereby increasing your chances of being clicked on. The easiest way to do this is by investing time in your SEO: it’s free, and, if done correctly, you’ll feel the benefits of it for years to come. For more information about Google for Jobs, check out our plethora of resources here.  2. Google has the best quality candidates Over 70% of all job searches start on Google. That’s a lot of applications, but in amongst the thousands of job hunters that aren’t suitable for your vacancies are the candidates that it’s worth taking the time to attract. According to many of our own clients, traffic that comes in directly from Google often provides the best-quality candidates, whose job searches will bring up a recruitment agency’s website directly- thus letting them browse the site, read your content and finally find the job that’s best suited to their interests. If you want to attract good quality candidates, having a good recruitment website that can attract and engage the right kind of people is essential, as it lets them find the job that’s right for them- or even send off their CV to your recruiters, thus providing you with good-quality candidates for future vacancies, thus increasing your talent pipeline.That journey starts with your visibility on Google.  3. It's time to join the crowd If you think you’d be in good company in putting SEO to the back of your mind, you’d be wrong: 80% of recruitment businesses will be investing in SEO this year, according to a recent poll conducted at an APSCo event. Though some initially confessed to being sceptical, many businesses said they would be decreasing their spending on Indeed and other job boards in favour of boosting their SEO, after a presentation which discussed the implications of the changing market and the changing influence of job aggregators like Indeed. Businesses all over the market are investing in building websites that are SEO-optimised. These coming months, make sure you’re one of them. Get prepared with Attrax At Attrax, we build careers sites that are designed to thrive in today’s changing recruitment market, with everything you need to build a stellar SEO strategy and pull in traffic from around the Internet. Discover more SEO tips and tricks here, or if you have a question, why not get in touch with one of our Sales Team?

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Three ways to kick-start your talent acquisition process this year
Three ways to kick-start your talent acquisition process this year

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Blogs

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Blogs

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2/26/2018

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The key to attracting top-quality candidates in a recruitment market as competitive as the one we have these days is by making them want to apply to your vacancies. Given that 62% of employers feel that today’s market is candidate-driven, you need to streamline your talent acquisition process if you want to attract the best candidates in the market- especially as job aggregators like Indeed and Monster give candidates the ability to skip from vacancy to vacancy like they’re shopping for clothes. With 2017 marking a forty-two year low in UK unemployment, the competition to fill vacancies this year is likely to be fierce. You need to do everything you can if you want to find and retain talent; consequently, here are some strategies you should be implementing to give yourself the best start possible in 2018. 1) Work on your candidate experience Nearly 60% of candidates have had a poor candidate experience- and of those, 72% have shared that experience with other people, either online or directly. Candidate experience matters: it impacts your reputation in the recruitment market, and it can also be the factor that incites a candidate to accept or reject your job offer.Candidate experience covers the entire recruitment process, from the job portal you use to get people to apply to your vacancies, to the feedback that you offer after the interview. Surprisingly, this is also something that few companies really work on, with four out of five candidates saying that the candidate experience they receive during an application process is an indicator of how a company values its people. With huge ramifications for your hiring strategy, your reputation and your quality of hire, this is something that companies need to work on improving if they want to attract the top talent in the market. 2) What’s your employer brand? Do you know how other people view your brand online? Sites like Glassdoor, LinkedIn and Indeed have made it easier than ever for candidates and employees to post reviews about their experience working for your company, and this has a massive impact on how potential job applicants view the business. Take control of your social media accounts: use Twitter, Facebook and LinkedIn to build your online following by posting information that’s relevant to your sector, replying to queries and reaching out to potential candidates. People want to work for a company that gives back to its employees, so make sure you let people know about all the things you do by sharing employee testimonials, benefits packages, days out or videos of life at the office.Given that 69% of people are more likely to apply to a job if an employer actively manages its brand, it’s time to get online and start curating your image. 3) Look to passive candidates  Passive candidates make up a massive 75% of global job candidates. A huge amount of the workforce admit to searching for jobs, or being open to new opportunities- sometimes within months of starting their new job. They represent some of your most promising hires, but many employers and recruiters prefer to hire active candidates instead.This year, why not take a new approach? With passive candidates increasingly aware of the other opportunities opening up in the job market, and using a wide variety of social media platforms to do so, perhaps it’s time to start reaching out to this massive audience with tailored job alerts, social media and emails. Use your careers site’s blog to offer information that will get people coming to your website- and perhaps staying, if a job catches their eye. By curating a pipeline of passive talent, you’ll be able to reach out to the perfect recruit when the right vacancy for them comes along.At Attrax, we pride ourselves on knowing the recruitment market inside out, and on innovating our careers sites to attract and retain candidates in the changing market. 

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Five things you need to know about recruiting Millennials
Five things you need to know about recruiting Millennials

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Blogs

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Blogs

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2/21/2018

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Officially classed as ‘a person reaching adulthood in the early 21st century’, Millennials will make up 50% of the global workforce by 2020, bringing new attitudes, fresh pairs of eyes, and new ways of doing business with them as they go. As comfortable using technology as their older peers are in the boardroom, Millennials are rapidly climbing the ranks within the market- and they could be just the shot of fresh blood and enthusiasm that your workforce needs. And given that the cost of replacing each Millennial employee is around £18,000, knowing how to engage a notoriously fickle workforce has never been more important. But how to attract them? With many of them still at the beginning of their careers, and looking for new opportunities to grow and flourish, recruiters and employers need to recognise what motivates the younger generation if they want to appeal to, and eventually hire, them.Here's what you need to know. 1) They’re tech-savvy Millennials are known as the ‘digital’ generation, after all- and if your recruitment strategy doesn’t reflect this then you won’t attract them. Given that 62% of Millennials visit a company’s social media sites to find out information about jobs- and most of that browsing is done via their mobile phones- it’s clear that investing time into building a strong digital marketing strategy will pay off when it comes to attracting new online attention. Make sure that you regularly post jobs and content online, and ensure that your company site is up to scratch: in the age of Google, it’s more important than ever to give candidates an excellent user experience- especially a mobile-responsive website- to stop them from immediately turning to your competitors, so a new careers site bursting with relevant content could go a long way to attracting large numbers of traffic. 2) Your company culture is important Company culture is important to the wellbeing of all employees, but it’s especially important to Millennials. Having grown up effectively connected to millions of people via the Internet and social media networks, Millennials like to feel like they’re a part of something: indeed, 88% of them consider a positive culture to be an essential part of their dream job- and that includes employee benefits like health insurance and discounted gym memberships. They’re much more likely to accept a job if they feel like it would suit their personality and working style, than for money alone, so if you want to appeal to them try posting reviews and company insights on your careers site and social media to show them what life is really like in the company. After all, somebody who doesn’t fit in is as much a problem for you, the employer, as it is for the employee. 3) They’re easily bored Though shortening attention spans remain a controversial topic, it’s undoubtedly true that long, cumbersome application processes put off people, especially Millennials. An old, clunky interface with bad search capabilities and time-consuming boxes that you need to fill out before applying will result in a massive candidate drop-off rate. Now is the time to adopt a faster, more up-to-date recruitment process- one that is quick and easy to use, and easy for people to apply to.  4) They’re flexible For many Millennials, success is defined by a good work-life balance- and that includes flexible working. With 75% of Millennials wanting more opportunities to work remotely, or work flexibly, and technology blurring the boundaries between home and the workplace, it’s easier than ever to do so. Employers are now going out of their way to deliver it, too, and with flexible hours being a top reason for Millennials accepting a job offer, it’s a policy worth introducing- as much for your current staff as for the ones you’re hoping to attract! 5) They’re ambitious In a marketplace where 65% of young workers feel like their workplaces have rigid hierarchies and outdated management styles, Millennials stand out due to their ambition. Many expect to climb the ladder much more quickly than any of their predecessors, and as a result having career development opportunities are a must if you want to attract- and retain- any star hires. Whether it’s through regular feedback sessions, or a clearly-laid-out plan which details how they can expect to move up in the company, Millennials want to know how quickly they can advance. Giving them the opportunity to learn and develop new skills, therefore, is a must.At Attrax, we pride ourselves on building careers sites that are optimised to attract all generations of jobseekers. Endlessly customisable, optimised to display and rank highly on Google and integrated with all the major ATSs, Attrax is fully SaaS and provides you with regular software updates, ensuring your site will stay ahead of the market for years to come.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

How to develop a great company culture- and why it's important
How to develop a great company culture- and why it's important

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Blogs

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Blogs

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2/13/2018

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Company culture is- or should be- one of your company’s most important attributes when it comes to employing candidates. In a workplace where only 16% of employees say they feel ‘engaged’ by their employers, and 46% of HR leaders say that employee burnout is responsible for up to half of their annual workforce turnover, knowing how to cultivate an environment where staff feel engaged, happy and are therefore productive is of paramount importance in the competitive job market.How well you can retain employees, and hire new ones, is a measurement of the strength of your company culture- and given that highly engaged businesses often see a 20% increase in sales, it’s an avenue worth pursuing for several reasons. Here’s how to develop a company culture that will appeal to candidates and employees alike. Hire people who fit your cultureOne of the most important things you can do to reduce employee turnover and increase candidate enthusiasm is to thoroughly vet them at interview stage. Even if somebody has all the required experience and a dream CV, if they don’t match the company culture then chances are they’re not going to stay long, and won’t enjoy their time with you- which, in turn, will impact staff morale, and will end up detrimental to your business. Somebody who doesn’t have all the necessary qualifications, but proves themselves eager to learn and to fit in, will likely do much better in the long term.  Make your values clear In a recent survey, only 28% of employees interviewed said that they understand their company culture well- and if this can be taken as indicative of a wider trend, it poses problems for your company culture and engagement. Taking the time to establish your values can reap huge benefits, as it makes employees feel like they’re part of something bigger, and strikes a chord with people who want to apply to your company. Make sure you’re clear and concise when establishing your core values, as it’ll provide you and your employees with a guideline for how to work and enjoy their time at the company. It can even prove valuable during the recruitment process, as a way of weeding out candidates who might not fit the company culture- and as a way of checking that they’ve done their research on the company and what you stand for. Show some appreciation Employee recognition is vital if you want to develop a healthy, enthusiastic workforce. Indeed, 58% of employees say that one of the best things their leaders can do to improve engagement rates is give recognition. It doesn’t have to be much, but taking the time to praise staff who have done a good job, or gone out of their way to help others, is a great way of raising morale, and serves as an incentive for other employees- especially as 69% of employees would work harder if they thought their efforts were more appreciated. orem Ipsum is simply dummy text of the printing and typesetting industry. Adopt an open door policy  Good ideas can come from anywhere- and it’s worth taking the time to listen to your employees, even if they want to share some critical feedback. It’s a rare employee that doesn’t want to have the chance to get their voice heard, and feel like they’re making a meaningful contribution to the company: as a result, why not adopt an open-door policy? Don’t be afraid to open up the floor to discussions and feedback- after all, employees might well bring something to your attention that you think could make all the difference to the way in which the company works. Give people the chance to develop There’s no better way to create a healthy, happy workforce then setting up a pipeline and acknowledges and nurtures the talent in your employees. Indeed, 78% of employees want opportunities for career growth, and this figure jumps to 87% for Millennials. Ambitious job applicants want to know whether they can grow into their role, and climb the ladder, in their time as an employee: stoke the flames of productivity and morale by promoting people from within your company, and taking the time to conduct regular feedback sessions where you can keep track of your staff and help them grow. It’ll pay dividends, not only by creating a pipeline of talented, ready-trained staff, but in attracting ambitious, skilled workers to the fold. How does this relate to recruitment? Employee engagement will trickle down to prospective candidates. Jobseekers are much more likely to apply to a company if they see good reviews on sites like Glassdoor, and on Facebook, so if disenchanted employees are voicing their discontent then you can expect to see your application rates plummet. Similarly, candidates who go through an interview process with companies who are engaged, friendly and enthusiastic will likely recommend other roles with the same company to their friends- and work much harder than their counterparts if they get the job.So, make the most of it: get employees to share their stories and write blogs for your website. Be friendly and engaging at interview; hire employees you know will fit and thrive inside your company culture, and watch your employer brand soar as a result.Your employees- and your company culture- are your most important resource. It’s time to make the most of them.At Attrax, we recognise that company culture is one of the most important factors when it comes to hiring and building your employer brand. That’s why we make sure to build it into our careers sites with team profiles, videos and employee testimonies. Find out more about our career site system, or discover more recruitment insights in our blogs.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Indeed rolls out a new job search experience
Indeed rolls out a new job search experience

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Blogs

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Blogs

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2/6/2018

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It’s been a year of innovation within the recruitment industry, and the frantic pace of change shows no signs of letting up soon: following hot on the heels of Google’s launch of Google for Jobs in America, and just before its imminent rollout in the UK, job aggregator Indeed has announced the launch of a brand-new job search experience.Starting this month, the updates to Indeed’s American site offer candidates a new way of navigating and exploring jobs: if you log onto Indeed using a laptop, or a desktop computer screen, then the screen will effectively be split into two. One side will display a scrolling list of jobs, and the filters that influence which job you see, and the other half offers a comprehensive look at the job that you’ve selected, opening up the job description, company ratings and salary estimates of your chosen vacancy.Indeed say that their edits have been made in the interest of helping jobseekers find high quality jobs quickly and easily, which in turn has boosted activity and engagement rates. These changes have come on top of a design overhaul, as Indeed has streamlined their website and candidate offering. The changes are also similar in design to Google for Jobs, especially given the similarity in format between Indeed’s ‘split screen’ and Google for Jobs’ method of displaying its vacancies.What will the impact of this new approach likely be? By cutting out the need to travel to third party sites, employers and recruitment agencies for its browsers, we’re expecting to see less traffic from Indeed. However, there is a silver lining: the candidates will likely also be better quality, as they will have done their browsing on Indeed before applying to or selecting the job, so it’s still worth investing time into a comprehensive Indeed paid advertising campaign.Whatever the future holds, it will be interesting to see what impact Indeed’s new job search strategy will have on the market- and on consumers.Read Indeed’s article in full here.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

How can Google for Jobs create fresh revenue streams for recruitment agencies?
How can Google for Jobs create fresh revenue streams for recruitment agencies?

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Blogs

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Blogs

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1/25/2018

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One of the biggest buzzwords in 2017 was Google for Jobs- and that trend looks set to continue well into 2018, as recruiters wait with bated breath for its UK launch.As well they should. Google for Jobs offers unprecedented new opportunities for recruitment agencies: with more than 30%, or 30 million, of Google’s searches every month recruitment related, Google’s foray into the $200bn recruitment industry looks set to cause some huge ripples over the coming year. Promising to shake up the previous dominance of job aggregators and job boards like Indeed or Monster, Google for Job’s widget slots neatly into the space above Google’s Organic Search results, providing an easy, free alternative for job seekers to hunt through on their quest for the perfect vacancy.This change is something that may actually give recruiters the advantage when it comes to getting their voices heard in the often-loud and busy recruitment sector. Indeed, if done right, Google for Jobs may even provide fresh revenue streams for agencies. Rather than competing with recruitment agencies, Google for Jobs pulls in vacancies from around the web that are relevant to the term being searched for, rather in the manner of a job aggregator. This means that if your agency’s site has been correctly configured, its vacancies will show up on Google for Jobs alongside those of employers. How highly you rank, however, depends on whether your site has the correct schema that will allow Google to find, crawl and pull the relevant information from your site.This approach has the potential to open up a brand-new avenue of business for many agencies: by investing in a new, correctly configured recruitment site, recruiters can make the most of the staggering traffic rates that Google enjoys by getting their jobs to show on the Google for Jobs widget, thus negating the need for spending so much on job aggregators and job boards to increase their online profile. Instead, recruitment agencies will be able to promote their own brand- via their recruitment site- at a lower cost. As the new functionality expands the way both recruiters and candidates post and search for jobs, the traditional job boards may well decline in popularity over the coming years, as Google’s market dominance takes its toll on their usefulness. The result? It’s an excellent idea to get a head start and starting planning for it now.The new functionality will likely also decrease your need for spending on PPC and advertising campaigns: a new recruitment site that is configured for Google for Jobs will give you the chance to start building your brand and reputation online, by posting relevant news, content and vacancies. Not only will this raise your profile, but it will help you boost your SEO, which is ultimately better for your bottom line. An SEO-optimised site is cheaper to maintain than numerous PPC campaigns and, with a bit of work and investment, it will start ranking on Google by itself, without the cost of extra online visibility. By taking the time to develop a solid SEO strategy you’ll save more money in the long term. And with Google’s new location filters, you’ll be able to reach a much more targeted audience than ever before.Today, the onus on recruitment agencies is to start preparing for the challenges- and benefits- Google for Jobs can bring. For agencies wanting to get ahead of the competition, the key is to start shifting to a more SEO-focussed outlook, using curated, Google-friendly recruitment sites to increase their public profile, rather than relying on job boards and aggregators to do their advertising for them. Not only will this increase revenue streams thanks to Google’s immense pulling power, but it will save money and cut costs in an industry where the bottom line is becoming ever more important.The market is changing. The choice is yours.Interest piqued by Google for Jobs? Why not get in touch with our Sales Team?

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