RecruitmentMarketing

Attrax is featured in Talent Tech Labs' new ecosystem map
Attrax is featured in Talent Tech Labs' new ecosystem map

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11/9/2020

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We are delighted to see our careers site system Attrax featured in Talent Tech Labs Ecosystem 9.0 in the new Recruitment Marketing Platform sub-vertical. TTL’s Talent Acquisition (TA) Technology Ecosystem 9.0 is a structured graphic visualisation of the recruitment technology marketplace, broken down by hiring stages, purpose, and role. It is the de facto talent acquisition vendor landscape for North America. While there is a strong focus on the North American tech landscape, it's great to see some more European names such as Broadbean and Candidate.ID.    This is a great achievement for the Attrax team, a symbol of our continuous effort in 2020 and where we are heading in 2021.View the full ecosystem here.  Why Attrax Our multiple award-winning careers site system converts site visitors into high-quality job applicants. Attrax is built to maximise the visibility of your jobs both on Google and on your careers site system. Fully SaaS, Attrax is powered by the latest AI to deliver an outstanding and relevant talent experience, personalised employer branding and a strong conversion of candidates into the ATS. Want to see how a careers site system supports your talent acquisition objectives? Request a demo. 

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Beatrice Caldarella

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Beatrice Caldarella

Beatrice Caldarella

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Beatrice Caldarella

Why content marketing remains as powerful as ever

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Blogs

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4/9/2020

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Content was hailed king years ago, and yet it remains atop its throne. Why? Because while it has evolved over time, it continues to support SEO strategies in new and innovative ways.Companies in every industry - recruitment, manufacturing, hospitality and banking - use content to build their brand, generate leads and ultimately drive sales. Here’s the evidence - a recent study showed that the consumption of ‘educational content’ boosted a person’s likelihood of buying from a company by 131%.With this in mind, let’s take a look at the science of content marketing and how it is an effective way of attracting organic traffic to your careers site.Content marketing is one of your strategic pillarsContent marketing is one of the pillars that prop up your overall digital marketing strategy – getting more quality candidates to apply for your jobs. It should then come as no surprise that in 2018, 76% of marketing executives were focused on increasing their company spending on content marketing. Marketing is sometimes thought as an effort to interrupt a consumer and steal their attention, but content marketing is designed to make lasting impressions and lay the foundations for strong relationships with your customers - or candidates in a hiring manager’s case.When done right, it’s extremely effectiveThe reason that ‘educational content’ performs so well is because it provides value. It has become increasingly easy for anyone to purchase a website domain and start distributing content. This has seen the internet become saturated with content, but not all of it is considered useful to people. Additionally, a lot of this content isn’t deemed authoritative by Google and these web pages won’t be ranked highly by the search engine.For your content marketing strategy to be effective, it must contain evergreen content. This is sustainable information that remains relevant to readers because it stands the test of time. Coschedule – an online marketing tool - analysed evergreen content and found that it increased site traffic by 283%. Imagine what this hike in visitors to your careers site would do for your conversion rate.There is a harmonious marriage between content marketing and SEOThe links you use in your content - both internal and external - will increase your page authority and therefore improve your website’s ranking in Google. This illustrates how content can help your SEO strategies, but the relationship goes both ways. There are free SEO tools available that you use to ensure that your content matches what candidates are searching for.For example, if you type “engineering jobs” into Answer the Public the data you get back is presented in an easily-digestible spider diagram - check out the search insights here. It shows us that two common questions people are asking are “What are civil engineering jobs?” and “Will AI take over engineering jobs?”. Using this insight, you can create content that answers popular questions and therefore deliver useful and relevant information. Another free tool is Keywordtool.io. Once you’ve decided the topic of your content you can use this SEO tool to do your keyword research. Say you chose to write about civil engineering, all you have to do is input that word and you have a list of related terms. By including these keywords in your content, you know it specifically targets what candidates are searching for.You can use AI to step up your content marketing strategyIf a candidate was to view an IT Manager role on your careers site you could harness the power of machine learning and show them related content such as a blog on the “Top 5 tips for your IT Manager interview”. Showing your visitors content that is relevant to what they are searching for provides a superior candidate experience because it is personalised.And this isn’t the only way that AI is revolutionising content marketing. Using recruitment chatbots you can answer frequent candidate questions which can help cut through the noise. Say that you’re recruiting HGV drivers on your careers site, it’s common for people to ask if they need their HGV license or if they will receive the training on the job. Using a chatbot is a quick and cost-effective way of delivering information, in this case informing them about your training requirements, and ultimately help candidates self-select themselves out of the application process.It’s a way of getting your message out thereContent marketing is an extremely useful way of getting your message across to candidates. The content on your careers site can educate candidates on your stance on diversity in the workplace, your company values or what you’re doing to give back to your local communities.One reason why content remains a powerful way of delivering this message is because there is an ever-increasing list of content marketing channels. For example, Attrax thought about how we could deliver an important message with a unique spin and the result was our webinar on what makes a market-leading careers site. While webinars are relatively new marketing channels, as are podcasts, the more traditional forms – eBooks, videos and infographics - are still powerful sources to tap into. The ultimate content marketing strategy will use a combination of each and let the different forms complement each other.Let Attrax help you attract top talentCrafting a strong content marketing strategy is just one way of driving quality candidates to your careers site. If you’re interested in how else you can boost your website traffic and build your talent pipeline contact us.See the sites we’ve created for our clients with our award-winning careers site system. Powered by AI and leading the way in the HR tech market, our system delivers unparalleled features and functionality.

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Creating a great recruitment marketing campaign

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Blogs

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9/14/2018

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

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Lucy Dawson

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Lucy Dawson

Lucy Dawson

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Lucy Dawson

Swipe right: the importance of speeding up your recruitment process
Swipe right: the importance of speeding up your recruitment process

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Blogs

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Blogs

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6/18/2018

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The recruitment industry is currently facing its largest challenge in quite some time: employment. The unemployment rate in the UK is the lowest that it’s been in forty years, and as such there’s a dearth of talented candidates in the market: so much so that recruitment companies and employers alike are having to compete as never before to attract the best talent ahead of their competition.  One way in which this is being done is through the power of the recruitment process. Alongside better marketing, 46% of employers have reduced the length of their hiring process, in order to attract candidates to apply for their jobs. And it’s no wonder: the Internet is almost ubiquitous in our daily lives, and the presence of instant gratification via our smartphones and computers means that attention spans are lower than they’ve ever been. Shorter than a goldfish, if rumours are to be believed. So how can we attract candidates?  Though of course any resourcer or recruiter needs a base level of information if they want to accurately match candidates with jobs that are well-suited to them, careers websites have been undergoing somewhat of a transformation as of late. Increasing numbers of employers are recognising that their old ATS systems are badly equipped to give candidates a user experience that will encourage them to complete their job application. Indeed, many of these older systems require candidates to undergo a time-intensive, often unnecessary process, which means that many won’t finish applying.Today, investing an up-to-date careers site with a ‘one-click’ application is becoming a much more popular approach to hiring: candidates can upload their CV and cover letter and send them off with ‘one click’ rather than investing time filling out a multitude of different boxes. Similarly, recruiters can ask a potential applicant to simply send off their CV, which they can then upload to their database before contacting the candidate should a suitable vacancy come along.  when an unknown printer took a galley of type and scrambled it to make a type specimen book.  A new way of applying to jobs It’s not just the application process itself either. Companies and agencies are competing with each other to introduce the fastest, most low-hassle way of applying to jobs in order to lure more candidates to their sites. Though social media is becoming an extremely popular way of advertising vacancies to the millions of candidates looking for jobs, some believe that the next frontier of ‘sped-up recruitment’ is recruitment apps where you can pre-upload your CV and job preferences, after which an AI supplies you with a list of one-click application vacancies. Is it the future? Perhaps. Today’s recruiters are currently sticking to more tried-and-tested methods, like Psychometric Testing, mobile optimised websites and video interviews as a way of speeding up the interview process. But, as technology advances apace, it pays to keep on top of the latest trends.Watch this space! Transform your recruitment process with Attrax. 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

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

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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

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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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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