Features&Functionality

How a positive candidate experience can increase your conversion rate
How a positive candidate experience can reduce abandoned applications

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Blogs

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Blogs

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8/27/2020

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For job seekers, the process of applying for roles can be time-consuming. For employers, a lengthy application process can lead to candidates abandoning their applications, thus reducing the level of top talent employers have the opportunity of choosing from. Abandoned applications may suggest a poor candidate experience, which in turn can damage the employer brand and reputation as applicants are less likely to recommend the company to others. Read one of our previous blogs on this topic.Poor candidate experience can be caused by a lack of integration between your ATS and your careers site. Many careers sites that are not integrated with their ATS’ use a standard “log-in to apply” model, which requires candidates to create an account before starting their application. On the other hand, directly integrating your ATS with your careers site can resolve this issue by simplifying the application process. This is where applicants simply give their email address at the start of an application. If the candidate were to then abandon their application, an automated email would be sent to remind the candidate to complete their application. Much like in the e-commerce world where you’d get an email reminder if you left something in your virtual basket without checking out. How can Attrax help you increase your application conversion rate?Attrax provides seamless integration with your ATS, simplifying the way site visitors apply to your job roles. Through integrating the ATS with your careers site, the candidate experience is not only improved but the application conversion rate can increase by 50%.Want to find out more? Watch our Account Director David Johnston explain how you can lower the rate of abandoned applications on your careers site, with examples from our clients SNC-Lavalin and Mitchells & Butlers.                                             Reduce the rate of abandoned applications with Attrax Are you interested in a careers site system seamlessly integrating with your ATS? Read our client case studies for successful examples or contact us to learn more. 

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

How to leverage AI to attract and engage top talent
How to leverage AI to attract and engage top talent

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Blogs

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Blogs

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8/20/2020

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To engage top talent with your company it is important to make your employer brand the focal point of what all candidates view and interact with. Your careers site is thus your most important advertising source.How can you ensure you are attracting and engaging the most valuable candidates?The answer: AI.Attrax leverages AI to provide a positive and relevant candidate experience by profiling users and tailoring content on your careers site towards them. For example, Vodafone’s careers site starts by building up a ‘profile’ on candidates based on their browsing history and job search. With this gathered information, featured content is then displayed to site visitors in the form of employee stories, blogs, relevant jobs. A careers site featuring AI can thus enhance the candidate experience, customising it to the site visitors’ needs and interests. Read Vodafone’s case study here.Want to find out more? Watch our Account Director David Johnston talk more about the topic of AI and how you can use it to attract top talent. Similarly, have a look at our client SNC-Lavalin to see how they have successfully implemented AI into their careers site and check out their case study here.   Maximise the power of AI on your careers site with Attrax Are you interested in how you can incorporate AI into your careers site to create an unrivalled experience for candidates? We have been implementing AI technology for a variety of clients including Travis Perkins plc and Mitchells & Butlers plc, for many years. Get in touch today.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

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

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Blogs

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Blogs

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1/23/2020

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In 2019 the number of job searches from a mobile device reached an all-time high of 1 billion per month. With more people than ever conducting their job searches from tablets and smartphones, it’s vital that your careers site is optimised for these mobile devices. Imagine you’re window shopping - a poor window display won’t entice you to enter the shop and browse the products, particularly if you’ve just walked past a high-quality display with superior features. Which is why you need a careers site that is responsive and stands out, after all, 35% of job seekers would prefer to apply for jobs via their mobile devices. Let’s delve into why a mobile-friendly careers site is crucial to attract candidates and convert them into applicants. Job searches from mobiles are on the rise The World Advertising Research Center (WARC) estimates that by 2025 smartphones will be the sole device that 72.6% people use to search the internet. Further to this, the 20s marks a significant time in recruitment history where all job seekers who are leaving education to enter the job market are digital natives. This cohort of workers, also referred to as Generation Z, are younger than the internet itself, meaning they haven’t had to teach themselves the basics of digital - it’s more like a second language to them. These digital natives grew up tapping smartphones and learnt to swipe before they could speak so it is no surprise that the majority favour searching the internet using mobile devices over desktop. But if you want this generations, and all those that preceded, to apply for jobs on your careers site you need to simplify the process and make it easy for them. You’ll enhance your candidate experience A responsive design makes for a better candidate experience. Glassdoor’s Job & Hiring Trends for 2020 report found that only 22% of applications started on mobile devices are completed compared to 47% on desktop. Also, these mobile applications were found to take 4.6 minutes longer to complete and while that’s not an earth-shattering difference, in our fast-paced society it’s enough to cause candidates to abandon. This raises the question: Is your careers site responsive? Simplifying the process The load-time of jobs on your careers site – or ATS if that’s where your jobs are hosted – is the first step that will influence your candidates’ experience. Your jobs may be loading slowly on mobile devices because of large media files, bulky code and generally a page that is not optimised for mobile searches. If a candidate does stick out the wait and arrives on a page that doesn’t fit their mobile device screen, chances are they’ll exit your job page immediately. To view how your jobs page appears on the most-used mobile devices use the responsinator tool. Now, say that a few candidates have remained on your page and navigated through the unresponsive design to find a job they want to apply for but are faced with a multi-step application process. Having candidates create an account on your system before they can enter their details is a sure way to drive up your abandonment rate up but there are many ways that you can optimise the process for candidates. Optimising the process Firstly, having a dedicated careers site - like the one that we designed for Vodafone – allows you to use AI and show candidates content that is related to the jobs they’re viewing. Using Attrax's careers site system you can also personalise the content that you show job seekers. If a user has landed on a job located in the East Midlands, you can customise the content on your site to show them roles located nearby and thereby provide a superior candidate experience. Now you have candidates increasing the time they spend on your careers site you must help them convert. Functions like the ‘one click-apply’ allow candidates to apply for a job in under two minutes. But if a user chooses to exit your site before they have reached this stage, does that means you’ve missed your chance to capture this information? No. You can choose pop ups to appear when site visitors exit the page and these will prompt the candidate to fill in their details before they leave. While this is not an immediate conversion, you now have the information you need to contact and help them through the application process and have therefore built up your talent pipeline. Other Attrax features which can help you develop your talent pipeline are ‘upload later’ and ‘cloud CV picker’. The former lets candidates apply for jobs on the go and then upload their CV later once prompted by an email containing a link to do so and the latter allows individuals to upload their CV from a cloud storage such as Dropbox. For more insight into what makes a careers site great read part two of our eBook series - Features and functionality of a market-leading careers website. Are you interested in more Attrax features? Powered by AI, our award-winning careers site system – Attrax – provides a seamless application for candidates and ensures that your jobs are visible in Google. If you’d like to hear more about how Attrax can help you convert visitors into high-quality job applicants, get in touch.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

The art of geotargeting: how to target candidates the right way

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Blogs

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Blogs

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6/26/2018

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How can you be sure that your marketing is targeting the right people? Not only is this a huge question for marketers, but for recruiters, too. In an industry where finding the right job can depend massively on location- and making the dream hire can depend on how widely you advertise it- it can sometimes be a struggle to know whether the jobs you’re putting live, the posts that you’re scheduling on social media- and increasingly, the banners that you’re creating for your careers site- are appearing to and engaging the right audience. With Internet marketing budgets growing at their lowest rate since 2015, companies need to be smart about how they advertise their vacancies if they want their work to have the same impact as previously. Enter geotargeting. Location-based technology is opening up whole new avenues for marketers, allowing people to control what information is shown to which candidates or viewers depending on their location- whether that’s defined by country, county or post code. If you really want to, it can even be done by ‘geo-fencing’, which uses a phone’s GPS signal to target their location. Though geo-targeting has long been a feature for certain social media platforms- such as Facebook, which allows you to tailor who sees certain advertisements or promotions according to a vast range of filters based on the data that Facebook holds on its users- it’s also starting to make the leap to careers sites, allowing in-house resourcers to set up campaigns which are much more likely to appeal to a certain audience- or target people near to the location of a new vacancy. By doing so, you’ll likely get a much higher level of relevant, useful applications. Though it’s a relatively new piece of functionality, it’s an invaluable extra to have on your website if you’re hoping to attract a high quality of applicant- or one that's highly specific to an area. These days, it's not just about hiring space on peoples' websites or targeting them on social media: it can be done from the comfort of your own careers or recruitment website. How can you make the most out of geotargeting? A good place to start would be to experiment with different languages. Match the page- or banner- language to that of the country that you’ll be targeting, as well as converting the salary to the right currency, if you have it. The great thing about geo-targeting is that you’re essentially running several different campaigns in several different countries, so you have room to experiment with images, and text, which you can change or tailor to see what works. It also helps if the wording and imagery that you use on your banners are the same as the ones you use on social media.  What are we doing about it? We’re always up for any new features that will enable our clients to better attract and engage candidates, and this is no different. Our award-winning careers site system allowes you to target the right candidates as an integral part of your marketing strategy. It’s time to get experimenting.  Take the next step with Attrax Find out how to attract candidates with a careers site as well as a great marketing strategy - view our client's careers sites here. Or request a demo to see it in action.

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What does great candidate UX look like?
What does great candidate UX look like?

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Blogs

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Blogs

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5/31/2018

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When was the last time you considered the candidate user experience of your recruitment site? In an age where competition for candidates is rife- and the UK’s unemployment rate is at a forty-year low- recruitment agencies are finding it harder than ever to attract and place star talent. Today, more and more agencies are turning to their recruitment sites to stand out from the crowd. Unlike the anonymity of PPC campaigns on Indeed or other job boards, your recruitment site is yours to control: a space where you can hook candidates as much with content and the promise of a personal service from your recruiters as the jobs you offer. It’s also a place where you can take advantage of Google’s Organic Traffic to funnel potential placements straight to your jobs.With that in mind, it’s time to turn our attention to the importance of candidate experience. If your site is a key element of your hiring strategy, it should be optimised to turn browsers into applicants. But is it?Knowing what makes a good candidate experience can sometimes be all the difference between placing a candidate and having that same candidate move to a competitor’s site. A good site will excite, engage and move a browser onto the next stage of their candidate journey, backed up by a social media, content and excellent features and functionality. So what do you need to watch out for? Features and functionality Having the right features on your site is essential to ensuring that candidates don’t leave it. Your site should be equipped to make the job-hunting process as smooth and painless as possible. By using features like total search, which delivers jobs and content in real time, as the user types, and personalisation, which shows viewers things tailored to their browsing history on the site, you’ll be able to point potential applicants in the right direction- or hook their attention with related articles and jobs. You also need to make sure that your site is optimised for mobile traffic, especially given that 45% of job seekers search for new vacancies on their mobile phones. Once that’s all done, the site should be tested. Broken links look bad, and should be eliminated as fast as possible- or replaced by a 301 redirect or 404 error page as soon as possible.  Content Marketing One of the best ways you can communicate your UVP is through the content you put on the site. 41% of marketers are struggling to come up with conversion-worthy content, and knowing what engages your candidates goes a long way to catching their attention and establishing your brand- as well as employee loyalty. Do some research: find out what interests your sector, and what issues are relevant to them. What do they need advice or information about? Don’t go for a hard sell: instead aim to be a helpful source of information. Write unique content. Not only will it increase your traffic, but people will be able to browse your site- and will then be more likely to apply for a job at the end of it. The human touch How do you get people coming back to your site? By showing that you care about them, and making it easy to connect with your company brand. Though of course employing a chatty, friendly style of writing can do this, if you’re looking to showcase a more professional outlook then using staff profiles and chatbots is an excellent way to put across your company's human side. Put a face to your content and jobs by integrating it directly with the profiles of your team of recruiters, which in turn will encourage browsers to search their profiles, and maybe even get in touch with one of them, should they see a job they like.It also helps to show personalised content to your online audience, by suggesting content and jobs for them to browse, based on their previous browsing habits.  Design Make sure that your design is clean, simple and with a clearly defined set of brand guidelines that you stick to. This should be reflected in your site: a cluttered page will put off a candidate, whilst adding white space actually increases the viewer’s comprehension by 20%.  Similarly, adding images will break up the text, brighten up the page and hook a browser's attention.The ways in which your Calls to Action are formatted is also important. They are the buttons that will hopefully incite your browser to apply for a job: make them clear, make them branded, so that they fit in with the rest of the site, and place them in the middle or bottom of the page for browsers to click on when they come to the end of a section of content Plan smarter with Attrax. At Attrax, we work with you to create recruitment websites that deliver a great candidate user experience and are optimised to convert the best candidates in the competitive market. 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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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Using technology to harness the latest recruitment trends
Using technology to harness the latest recruitment trends

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Blogs

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Blogs

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4/27/2018

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It’s no secret that technology has transformed everything from the way in which we pay for things, to the way we spend out leisure time, to the way in which we do business. The same is exactly true of the recruitment industry: with software getting ever smarter, recruiters are turning to the latest gadgets and functionality to give them the edge in the competitive market. But how to gain the edge in a market where the UK’s employment rate is reaching new highs- and shrinking the talent pool as it goes? Many are doing so by turning to the latest technologies to help revolutionise their hiring process, from sourcing to attracting, and eventually onboarding, candidates. And though some of them look obscure, they’re rapidly gaining attention.Here’s what you should be watching out for. Big data analysis Big Data seems to be this year’s buzzword- and for a good reason. The ability to gather huge amounts of data from around the internet, and from your clients’ activity on your recruitment site, using big data makes you twice as likely to improve your recruitment strategy, and three times as likely to reduce costs and gain efficiency in the way you go about it. By cribbing data from around the Internet, it’s something that everybody can do- and will help you predict trends in the market, and the mood of your customer base, among other things. By using systems like Hadoop to gather large amounts of data, you can refine the way in which you use it to find the right people for vacancies, or filter your search still further. The Internet is your oyster. Artificial Intelligence However, in order to make the most of this big data, many companies are also investing in AI systems to automate crucial parts of the recruitment process. Indeed, 80% of executives think that AI can improve productivity and performance within their companies, whilst a recent report suggested that AI will be responsible for the automation of 800 million jobs globally by 2030. It’s also incredibly versatile: from sifting through big data- and finding specific keywords in people’s CVs- to find the perfect candidates, to helping tackle unconscious bias by adjusting the screening criteria in your recruitment software, it’ll help you make better hiring decisions. You’ll be able to target the right people in your marketing strategies, and even screen candidates based on their job history. By using a software programme, you’ll be able to automate your recruitment process, which will help give you the edge in a market where 54% of recruiters think that the challenge of building a workforce with the right skills will get much harder in the future. The Cloud The rise of internet-based storage has given people all over the world the chance to back up and access their data immediately, from all over the world- and offers huge opportunities for recruiters, too. Given that the process of sourcing, interviewing and hiring fresh talent can be very time-consuming, having that data to hand allows viewers to react much more quickly to client requests, whilst multiple people can look at candidate applications at the same time, thus speeding up the efficiency of the hiring process. Gamification  Gamification is what happens when you apply game theory and game designs to engage and motivate people to completing your set goal. In terms of recruitment, it’s gaining traction as a method of increasing candidate applications, primarily by engaging candidates with things like quizzes on the industry you operate in, or by personalising the candidate experience to the point that they are engaged by your brand. It can also be a goldmine for recruiters wanting to find candidates who fit the demands of the role, and company culture- by seeing how these candidates perform in virtual tests, games or quizzes, potential candidates get an idea of what the demands of the job are like, resulting in a better quality of application for employers and recruiters alike.  Mobile recruitment Have you optimised your recruitment site for mobile job-seekers? Even though 70% of jobseekers use their phone to look for a job, less than half of recruitment sites have upgraded their sites to reflect that. Given that mobile traffic is a huge- and growing- part of online recruitment, it pays to invest time and effort into making sure your site is responsive, and has just as good a user experience as when people browse on your desktop. If done right, it will pay dividends a hundredfold. Talk to the experts. 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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