RecruitmentAgency

How a stand-out recruitment website design can help your business
How a stand-out recruitment website can help your business

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4/16/2019

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While one might assume that the most enticing part of a business is the product or service, often, it can be the packaging — after all, no one will want to eat a delicious meal if it looks wildly unappetising. If you find the work of your recruitment consultants can’t be utilised due to a lack of applications or engagements from candidates or clients, then you might want to consider how effective website design can be in boosting your recruitment business.Optimising web design is likely to see an increase in candidate applications. How? Through building candidate and client trust in your brand, increasing candidate engagement and marketing your business as accessibly and attractively as possible. Here’s how effective web-design can achieve this and enhance your recruitment business: Brand reputation and building trust  Although we say you can’t judge a book by its cover, it’s what most of us do — including potential candidates and clients who view your website as 48% of them claim web-design is the number one factor in determining the credibility of a business. Your website should be a carefully crafted piece of design which demonstrates your key strengths in an accessible and clever format. Having a seamless, professional and friendly website design can do wonders to boost trust – conversely, webpages with broken links, keyword stuffing and outdated graphics can damage your brand and how you are perceived in the industry.Your recruitment website is the hallmark of your digital presence and online reputation. The key to building a reputable one begins with excellent branding based on expertise and knowledge of the recruitment industry. A strong digital reputation often leads to an increase in applications, which in turn, is profitable for your business. This is a long-term strategy that will reap significant rewards through increasing client interaction and building trust in these relationships. Candidate experience and increased engagement Brand awareness isn’t the only way good web design can boost your business. In fact, a great web design also improves candidate experience through a streamlined application process, as well as useful and optimised landing pages which provide the candidate with the right information and steps needed to take action.Web design can feature advanced customer personalisation through machine-learning integration which displays a candidate’s previously searched jobs and sends abandoned application reminders.  Design updates such as clickable buttons instead of underlined links have been reported to increase engagement and the number of applications candidates submit. The website design should be created with the goal of candidate interaction to achieve an aesthetically pleasing design which delivers results.Increase the friendly and personalised feel of your website by including a landing page dedicated to your recruitment consultants, their key focus and professional experience with integrated LinkedIn and Xing profiles. This allows candidates to get a sense of the consultants they may be working with, thus giving them another push to send in an application. In an increasingly digital world, it’s possible through effective web design, to reintroduce that element of humanism within the recruitment industry. Alternatively, this personalisation is possible through marketing automation and conversational AI which automates the lead contact process to increase candidate engagement and save time. Increased search engine rankings Web design should also be created with search engine optimisation (SEO) in mind as the quality of website design can affect your organic traffic.There are two key areas where web design and SEO are interlinked. Creating a good user experience will improve the quality and ranking of a website. Secondly, to increase rankings, the web-design should allow for content to be easily discoverable by search engines.A good user experience encompasses the amount of time spent on a page or the website, the number of inbound links (higher is more favourable) and the number of social shares received. Such qualities indicate a good-quality website that can be favoured by search engines. Web design is extremely important in user retention and can increase the page-view time; with 15 minutes to browse, 59% of people said they were more likely to consume content that was beautifully designed as opposed to simple and plain. In addition, 47% of people expect a webpage to load in less than 2 seconds.Almost 60% of all internet is accessed through a phone, so having a web-design integrated for mobile devices is a necessity in order to raise visibility and rankings.For landing pages, or jobs, to be displayed on search engines or job boards, the web design must allow for this happen. Search engines discover content through links, therefore ensuring that no links are broken or buried will improve rankings. Additionally, effective web design allows Google for Jobs, and other job boards, to automatically find and transfer the relevant job ad information. In a similar way, creating an effective site architecture is important to ensure users can access landing pages primarily through the homepage. This can be done through the use of job sector headers, subcategories and contact pages or quick send CV widgets. Take your recruitment business to the next level with Attrax Our recruitment system Attrax includes a multitude of functions which allow for a friendly and streamlined user experience. Attrax is optimised for both desktop and mobile to convert casual browsers into job applicants. Learn more about how Attrax can revolutionise your recruitment website today.

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Creating a new recruitment website?

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12/19/2018

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Creating a great recruitment website takes a lot of hard work. You need to decide upon a brief, agree on the budget, and identify a supplier. Once that’s been done, you have to decide how you want your website to look- and what features and functionality you want to include. Team profiles page Enter the team profiles page. If you want to keep engaging and converting potential applicants, it’s important that you get your recruitment website right if you want to avoid falling behind and losing your profits to a competitor. To get ahead, you need to leverage and foreground your most valuable resource: your recruiters. With years of experience working within the recruitment industry, these consultants have built up a reputation that you can harness as part of your business plan. By including a teams page, and making it a prominent part of your website, you’re more likely to attract curious browsers and potential job applicants. In fact, when used correctly, your recruiter's team profiles can help improve candidate engagement, your conversion rates, and even your company’s reputation.  By creating staff profiles that prominently feature your recruitment consultants, you can make sure that they play a more active role in engaging candidates: put them in charge of 'managing' roles, and include a section on their profile page where candidates can browse those vacancies, as well as articles that they’ve written. By interconnecting jobs, blogs and consultant profiles, you can extend the candidate journey, making it easier for them to keep browsing your site and- ultimately- find a job that suits them. Encourages interaction with recruitment consultants Including this type of staff profile also encourages applicants to interact with your recruitment consultants. By giving potential candidates a point of contact for any job they might be interested in, they’ll be more likely to get in touch regarding a question about the role, about the application process or more- and once they’ve done that, they’re much more likely to submit an application. Similarly, by showing your consultants as authors on the blogs that they’ve written, browsers who are intrigued about the subject matter can click through and find more content- and jobs- on that person’s profile.  Giving your recruitment agency a human face through their staff profiles could even help your company's reputation. Whether you want to demonstrate a more friendly, approachable side to your recruitment consultants, or emphasise their professional expertise, their profiles can be tweaked or designed to suit your company’s aesthetic and make them an integral part of your candidate- and client- attraction strategy. Why wait? Take control of your team profiles and get involved in the conversation. Design great recruitment websites with Attrax Looking to innovate your recruitment website? Usins our careers site system you can create a user experience that engages and attracts the top talent ahead of your competitors. To see the features and functionalities that you could have on your site take a look at our clients' sites. Or contact us to speak to a member of the Attrax team.

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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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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

Our top recruitment trends for 2018
Our top recruitment trends for 2018

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1/10/2018

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The recruitment market moves quickly. 2017 saw the release of Google for Jobs, Google Hire and the announcement of the Data Protection Bill, which is set to have an impact on the way UK companies handle and process customer data. At the same time, massive accelerations in technology are paving the way for a huge transformation in how we do business, scout potential new hires and engage candidates- especially given that new devices like mobile are fast becoming the new way people look for roles, with more than half using them as their preferred option to job hunt. Whether you’re a recruitment company or an employer who wants to keep on top of the latest developments, here’s a breakdown of the top recruitment trends due to affect business in 2018- and how to stay ahead of your competition.  Recruitment Predictions Google for Jobs  Developments that dominated 2017 are likely to carry on creating waves well into the New Year. Google for Jobs is one of these: released in America in June, it marks Google’s first foray into the world of recruitment, fitting a targeted widget above Google’s Organic Search results which is designed to pull jobs in from around the internet, rather in the manner of a job aggregator.With companies like Indeed currently dominating this space, Google for Jobs marks a sea change in recruitment- particularly as it favours job vacancies from employers and recruitment websites rather than job boards and aggregators. Consequently, savvy developers need to make sure that their website is configured to show on Google, and have a high-enough SEO ranking to show in a prominent place on the widget. Social recruiting Everybody’s online these days- approximately three billion of us, by the last estimates. Online job hunting has taken off massively, and recruiters are starting to see a shift towards a more interactive way of sourcing and hiring candidates. With new software enabling better social job distribution, and making it easier than ever to push jobs out to social media and networking platforms across the world, social media is likely to become the new battleground for recruitment. Helping you to build a reputation, get noticed and reach out to candidates, it has huge potential: expect this trend to take off over the coming months: especially as 70% of jobs found today are found through networking.  Mobile recruitment Similarly, recruiters have started to get savvy about the power of smartphones, especially when it comes to job hunting. With modern consumers accessing everything from emails and TV shows to grocery stores and bank accounts via their phones, it makes sense that we’re also looking for jobs this way with 94% of people who use smartphones having used them to search for a job at some point in their life. Despite this, a very small percentage of recruitment and employer websites are actually optimised for mobile, making for a clunky candidate user experience and potentially driving candidates off in search of greener pastures.It pays to stay ahead of the curve in this one if you want to take advantage of mobile recruitment- especially as this trend is only going to get bigger. The rise of AI  As well as improving methods for attracting candidates, technology is also making it easier than ever to process candidate applications and improve recruitment strategies. These days, many agencies are starting to use AI to sift through hundreds of CVs and ‘pull’ out promising ones based on the keywords they contain. Given that the average recruiter sources around 225 candidates for every single hire, this has the potential to speed up the hiring process massively: indeed, many companies are investing in new recruitment technology for just this purpose, using AI for everything from acting as a chatbot on recruitment websites to analysing data in order to streamline the candidate funnel and decrease drop off rates.  Marketing Predictions A shift towards candidate experience  The recruitment market is getting ever-more competitive. The unemployment rate is at a forty-year low in the UK, creating a stiff pool of competition for companies who want to hire the freshest, most talented candidates ahead of their competitors. When applying for roles, the level of candidate experience is crucial to help reach this top talent. The application process must be quick (with 28% of applicants saying a long process provides a negative overall experience) and your careers site must accurately portray what it’s like to work for your organisation.To stand out from the crowd, many companies and agencies are investing time and money into improving their candidate experience and developing their employer brand on their sites and on social media, to better attract recruits in the hyper-competitive online recruitment market. Programmatic recruitment advertising Today, there are a number of great ways to attract more candidates than ever via paid advertising. We have channels for active candidates such as Indeed and Google Adwords, but also great channels for passive job seekers such as display advertising, social advertising and native advertising. However, wouldn’t it be great if we knew how many CVs we needed to fill a particular role? Better still, once we have reached this number of applications wouldn’t it be even better if our advertising switched itself off? That’s where programmatic recruitment advertising can help. This type of service will combine your job board, aggregator and Google advertising spend and optimise it to generate the right number of applications therefore reducing advertising budget waste. Marketing Automation Another big thing for this year will be an ‘if that then this’ approach to recruitment marketing. For instance, if a candidate registers today, then the system will automatically send them a newsletter in a month. As marketing automation, this already exists, particularly in email marketing platforms, but this is something that we are constantly experimenting with at 4MAT and its use is only going to increase this year, particularly in the battle for high quality candidates.  Overall? Better candidate websites! What do all these changes mean? On the whole, more investment in careers and recruitment sites. The changing recruitment market, and Google for Jobs’ impact on job boards, means that a good site is essential if companies and agencies want to engage candidates and increase their visibility. After all, this is the year where being visible on Google, and having good SEO ratings, is going to matter vastly more than whether you’re visible on a job board. With a whole slew of new features to attract candidates, better SEO rankings, and the chance to build on your employer brand, having a good recruitment or careers website will set you up for success in the changing market.Interest piqued? At Attrax, we pride ourselves on keeping our finger on the pulse of the changing market so we can offer employers and recruiters alike a service that is designed to thrive in the competitive world of recruitment. 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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How to write the brief for your new recruitment website
How to write the brief for your new recruitment website

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9/26/2017

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In an industry as competitive as that of recruitment, it’s always a good idea to stay ahead of the curve, and one of the best ways of doing so is by investing in a new recruitment website. With the UK’s hiring volume due to jump by 58% this year alone, your new website needs to be designed with candidate UX, ease of use and excellent functionality in mind. The best way to accomplish this is to write an excellent website brief for your website providers. Acting as a guide for the people building your new recruitment site, the brief should include everything your providers need to know in order to build a brand-new, up-to-date website that is on brand, modern and will increase your website traffic and conversion rate.Taking the time to write a good brief means that both you and the digital agency responsible for building your site are clear about what you expect, what is required and what the final product will look like.Here’s a breakdown of everything you need to think about. Who are you?The first thing to establish is who you are as a company. In order to create a website that clearly communicates your brand, the design agency needs to know what services you provide, what about the company and the company’s brand you consider important, and what image you would like to present to your potential clients and candidates. A good way to do this is to describe the company in five to ten words- for instance, are you young, passionate, friendly, or technology-focussed?You should also include a breakdown of your client base, and details about your current website. Who built it? What traffic levels is it receiving? What needs to be improved, and what parts of the old website would you like to keep? Why are you changing websites- is it because the technology has dated, or your image has changed? What do you want from the new website?Now you’ve established who you are, it’s time to establish what you want your new site to do. First of all, outline your aims: whether you want to increase brand awareness, increase your conversion rate or promote the services you offer, it’s important you’re clear about what the site should be built for so the people creating your website can adjust the design and functionality accordingly.  Who are you targeting?Next, it’s time to think market niche: as a recruitment agency, you need to keep your audience in mind. Do your recruiters feel that your website is important, or do they value job boards and LinkedIn? If you’re a large company, then your website should have an easy-to-use search function and a site that attracts high volumes of visitors through Google. Conversely, if you’re in a niche sector, then you need to position yourselves as market leaders with strong branding, great content and testimonials. What's your budget?It’s worth thinking about the budget that you want to put aside for your recruitment website relatively early on in the planning process, because this will affect the design process. If you know what your budget and business requirements are, then you’ll be able to communicate clearly and frankly with the design team and save wasted effort from both of you. Be realistic about what you want to spend: a good recruitment website will cost you upwards of £30,000, so be prepared to compromise quality if you spend less. What functionality do you want? The most important thing you need to communicate is how you want the website to function; after all, you’ll be the one using it. You need to outline your expectations for what users should be able to achieve onsite, whether it’s apply for jobs or create a profile from which they can easily apply to jobs. Many recruitment companies also use ATS systems like Taleo to store and manage their job vacancies and candidate applicants; does the new website need to be integrated with it? What should site managers be able to do on the site, and what type of user interaction will there be for potential candidates- for instance, will they be able to leave comments, interact with members of your team via a chatbot, and should it be mobile-responsive? It’s also worth thinking about whether you require hosting. The aim is to make your site as easy to use, and maintain, as possible.If you’re especially focused on creating an excellent candidate user experience and staying a few steps ahead of the competition, then it’s also worth including the latest functionality in your site, such as Predictive Search, a social wall- which compiles relevant content, jobs and social media in one area on the website- or even personalisation.  Have you considered digital marketing? Though your website’s appearance and functionality may be perfect, how visible will it be online once it’s been put live? Given that 73% of candidates start their job searches on Google, it’s well worth thinking about.Many people forget about digital marketing, but it’s arguably one of the most important things to think about when designing your new recruitment website. The promotion of your website is vital in ensuring you receive a steady supply of traffic and maintain a healthy conversion rate. You could consider:Content marketing, which will build your brand and increase your SEOPPC advertising Social media advertising Email marketing Ensuring that your website has the functionality it needs- for instance, a sitemap- to be as SEO friendly as possible All of these need to be addressed early on in the designing process, and included in the brief, so your team can build the functionality and site pages necessary to include them in the main website.  Have you asked the experts?At Attrax we take our time during the designing process, so we can create a finished product that is cutting-edge, well-designed and tailored to our clients' every requirement. Check out our clients websites!

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella