CareersSites

Why is digital talent acquisition on the rise?

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Blogs

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Blogs

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2/6/2020

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

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Lucy Dawson

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Lucy Dawson

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Lucy Dawson

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

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Blogs

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Blogs

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1/30/2020

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Following the success of part one of Attrax' eBook series for talent acquisition professionals, part two "Features and functionality of a market-leading careers website" is here to help. Attrax's talent attraction and digital marketing expert David Johnston is hosting a first-class session with several eBook contributors: Victoria Jones, Head of Talent Acquisition at Atkins (SNC-Lavalin Group)Ben Gledhill, Head of Talent Acquisition at YodelAdam Templeman, Global Head of CSMS Staffing at IQVIA This webinar, based on part two of our eBook series, deep dives into the must-have hygiene factors of a market-leading careers site and features success stories from our eBook contributors with AI, ATS integration, automated marketing, chatbots and much more. The feedback that we have received since the live session finished has been incredible, so we’d like to offer you the chance to access the recording. Click the link to see it in YouTube. Attrax is here to help Our multiple award-winning careers site system, seamlessly integrates with market-leading ATS like Taleo, Lumesse, Successfactors, Smartrecruiters, Harri, Avature and Workday. Attrax provides your future talent with personalised employer branding, relevant content, and jobs based on their interaction with your careers website. Want to hear more about how a careers site system can boost your conversion rate? Get in touch.

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Beatrice Caldarella

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Beatrice Caldarella

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Beatrice Caldarella

How to optimise your careers site for Google BERT

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Blogs

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Blogs

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1/14/2020

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7 Advanced issues found▲  BERT, short for Bidirectional Encoder Representations from Transformers, is the most important Google update in the last 5 years and it will impact 10% of search queries. How can you optimise your careers site in line with these changes? Firstly, you must consider that BERT wasn’t rolled out to help Google better understand website content but to more accurately understand what a user is searching for. Therefore, to help BERT rank your careers site highly you must ensure your content is succinct, relevant and focused towards your candidates’ searches. 0 Advanced issue found▲  Let’s see in detail what Google BERT is about and how this update will affect your careers site: 0 Advanced issue found▲  What is BERT? 1 Advanced issue found▲  BERT isn’t actually an update to Google’s algorithms, but a technique that improves natural language processing (NLP). NLP is a branch of Artificial Intelligence (AI), developed to improve a machine’s ability to interpret search queries and webpage content. BERT is referred to as an “all-in-one" tool because it can perform a range of NLP tasks but eliminates the need to use multiple models to do so. 0 Advanced issue found▲  The defining feature of BERT is its ability to understand the nuances of context – it looks at the preceding and following words – thereby interpreting the sentence as a whole. This bi-directional processing improves the match of search results and means that a candidate searching for “Entry-level electrical engineering jobs in Manchester” will be shown results that incorporate all those keywords. With this in mind, let’s explore three creative strategies that will help BERT optimise your careers site. 0 Advanced issue found▲  Create succinct content 4 Advanced issues found▲  Microsoft conducted a study in 2015 which found that in just 13 years our attention span dropped from 12 to 8 seconds. This suggests that when a candidate lands on your careers site you have, on average, mere seconds to convince them that your content and jobs are relevant to their search. While several recent studies have set out to debunk this claim, Microsoft’s findings do shine the spotlight on that fact that employers are up against attention being a limited resource. 4 Advanced issues found▲  Keyword density and placement are important for your SEO ranking but if they compromise how the content reads for the user then your careers site won’t be performing as well in line the new BERT update. When writing the content for your job pages and blog posts you must keep in mind that a machine is interpreting the language, and though Google has developed a sophisticated all-in-one NLP tool you should aim the reading level to be no higher than a 16-year-olds. Your aim should be to write concise content on your careers site whilst delivering new and useful information. Listen to our webinar to find out how more on why your careers site is the hub of your talent attraction. 0 Advanced issue found▲1 Specifically target what your users are searching for 4 Advanced issues found▲  Since BERT takes into account the context of a search, it’s no longer enough to just focus on keyword research tools. To understand what your users are searching for and deliver the relevant content you should be using features such as Google autocomplete, related searches and the “People also ask” box. If you type “Renewable energy jobs” into Google, you will retrieve pages worth of information about what locations people are looking for the jobs in and similar questions they’re asking. This particular search query will tell you that candidates are also looking for “What kind of jobs are there in renewable energy?”, and you can use this insight to guide what information you offer on your careers site. Candidates that land on your site and find relevant information that answers their questions will continue to engage with your brand because of the value you are providing them – this is all a part of providing a good candidate experience. 0 Advanced issue found▲  Topic clusters 4 Advanced issues found▲  It is the bi-directional nature of BERT that allows Google to understand the context of the sentence better and thereby attaches less importance to targeting individual keywords. Alternatively, if you focus on ranking for a specific topic, Google picks up on you being an authoritative source for that topic. Within this topic, you will then rank higher for long-tail keywords – highly specific search phrases – as there is considerably less competition for these. And your conversion rates will see a boost too because these search terms are more intentional – candidates are seeking more specific information and you can present specialised answers. While long-tail keywords have lower search volume, 70% of all online searches include them, so their power should not be overlooked. 0 Advanced issue found▲  Let Attrax help you optimise your careers site for Google BERT 1 Advanced issue found▲1 Attrax can help you direct more traffic to your careers site using our award-winning system, which includes market-leading AI, is optimised to rank highly on Google and is endlessly customisable. The system allows you to create a personalised experience for candidates and deliver relevant content. To find out more about how we can create a careers site for you that stays ahead of the market for years to come contact us.

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Lucy Dawson

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Lucy Dawson

Attrax unveil two new websites for Hanover

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12/20/2019

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Attrax are excited to unveil two new websites for the rebranded Hanover. Visit the global website here and the USA website here. Hanover are an executive search recruitment company with over two decades of experience that has seen them expand across the USA, Europe and Asia. Hanover have a vision to build an identity that demonstrates their evolution towards doing things differently and innovating within their markets. Why they chose Attrax Hanover wanted their new websites to better reflect the high-quality service that they provide and tell a story about each of their sectors, so they approached Attrax having seen our ability to provide customer-centric design. Project aims and actions This project aimed to take Hanover’s existing website and re-launch it so that the experience was visually enticing and represented them as a powerhouse of excellent market-leading content – demonstrating how they are experts in the field – an established and well-respected brand but with a new exciting edge. In addition to the global site, a brand new US site has been delivered to promote the range of services available across Hanover’s US offices. Hanover’s new brand was purpose-built, beginning with a new logo following the rename of Hanover from Hanover Search. Attrax developed a new colour palette and created a bespoke library of images which showcases movement and life to reflect Hanover’s high performance and agility. The triangle shapes in the images represent innovation and expertise – all a subtle nod to the Hanover values. Our team developed a new set of iconography to allow website visitors to grasp Hanover’s extensive coverage of sectors and functional expertise. To support this design evolution, Attrax created new video content to communicate Hanover’s new values, career progression and business processes. A game-changing piece of functionality is the new feature ‘Subscribe to posts’ which allows candidates to sign up to receive content based on their interests. This will help Hanover to regularly engage with their audience and keep the website fresh and interesting. Also, the scrolling navigation functionality you can see here has helped the client to tell a story about each of their sectors to make this an easy and enjoyable experience for the user, navigating between sections relevant to them. Both Hanover’s new websites are hosted on our award-winning recruitment website system which includes market leading AI and marketing automation, is optimised to rank highly on Google and is endlessly customisable. The system was designed to provide a personalised experience for candidates and thereby boost conversion rates. Using our system, the team at 4MAT were able to offer a bespoke experience to Hanover, helping them to showcase their market-leading insights and reinforce their standing as industry specialists. Hanover's testimonial "Attrax have been a pleasure to work with - from start to finish they ensured the process ran as smoothly as it could. With any rebrand you always run into delays and aspects that change, Attrax were extremely efficient in keeping the project on plan. Would highly recommend." - Jessica Hinton, Marketing & Administration Manager Attrax are delighted to share the new Hanover websites. Head over to Hanover and Hanover US to see them live.

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Attrax's latest website with Hobson Prior goes live

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Blogs

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Blogs

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11/26/2019

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Attrax are excited to announce the launch of Hobson Prior's new recruitment website! Hobson Prior are a leading life sciences recruiter, and part of the Independent Clinical Search (ICS) group. Since 2002 they have been matching exceptional professionals with market-leading life sciences companies in over 25 countries. The expert consultants at Hobson Prior specialise within specific niches, so they wanted a website that better reflected their ability to engage with candidates and clients within these specialised areas. Why Attrax? Hobson Prior came to us because of the great working relationship we have with Proclinical - another member of the ICS group and whom we built a careers website for using our careers site system. Our cutting edge design and in-depth knowledge of digital marketing for recruitment businesses were further reasons for Proclinical choosing Attrax when they decided that it was time to upgrade their website. Project aims and actions The aim for Hobson Prior’s new website was to ensure that it was balanced for both candidates and clients. The team at Attrax designed a few bespoke pages – such as the employers landing page and job seekers landing page – to allow all visitors to their website to receive a more personalised experience. Additionally, we wanted to ensure that Hobson Prior’s specialist recruiters were using their expertise in the best way possible, so we designed a bespoke ‘Find a recruiter’ feature. This allows both candidates and clients to enter their details and then be matched with a recruiter who knows their niche market. The website is hosted on our award-winning system which features a lightning-fast Total Search feature, immersive designs and AI-led personalisation. It was designed to succeed in the modern recruitment market and is Google-for-Jobs friendly — an essential element in increasing traffic and applications in 2019.  Attrax are very proud to announce the successful launch of Hobson Prior. Curious to see the result? Head over to Hobson Prior now to see it in action.

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Lucy Dawson

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Lucy Dawson

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Lucy Dawson

How does unconscious bias damage your diversity?

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Blogs

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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