SEO

Employee recruitment strategies that will attract the best candidates

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

10/3/2019

** DEFAULT postresults.summarylabel - en-GB **

If you’re looking to employ the best candidates, there are a few things you need to consider. To create the best employee recruitment strategy that will firstly attract candidates and secondly, engage them and encourage them to apply, you must consider a candidate’s approach to job hunting. Did you know that 70% of job searches begin on Google? That’s why a digital marketing strategy is key to building up your employer brand and promoting your reputation for stellar candidate engagement and knowledgeable industry insights. Continue reading to find out what steps you can take to ensure you are attracting the best candidates for your roles:  Develop your brand identity Your reputation is essential to your success as a business — it’s been reported that 69% of candidates wouldn’t consider applying to a company with a bad reputation even if they were unemployed. Therefore, it’s important to consider the way your brand is constructed, advertised and received by jobseekers. Marketing your jobs on social media can lead to a high number of applications, so utilise your company’s social media channels to raise awareness of not only your vacancies, but also your brand’s positive and inclusive company culture. Social media can help build a network of candidates who are engaged with your company and the jobs you are offering. Through social media, you can shape and market a company culture that values and rewards loyalty to inspire candidates to want to join your community. To do this, you should have a compelling message that differentiates your company from your competitors and attracts jobseekers through the incentives you offer.  Other brand building examples include marketing campaigns and content marketing services which build your reputation for being knowledgeable in your field and gain trust from your audience. Creating content on topics in your field will also allow you to develop a distinct employer brand that reflects the essence of your company and the things you are aiming to achieve with your product or services. Provide a good user experience In a digital age where most job searches start online, your careers site is vital in attracting and engaging candidates and persuading them to apply. Although it can’t replace an effective careers site, an applicant tracking system (ATS) can be integrated into your careers site to monitor and analyse a candidate’s engagement. This data can then allow you to make innovations leading to higher applications.  The most common reasons for candidate disengagement or abandoned applications include slow loading pages, broken pages, a lengthy application process or outdated web design. Counteract these problems and offer a great candidate user experience by investing in great web design and an easy-to-use CMS that allows for easy customisation.  Updating your web design can not only improve your branding and gain trust from the user but can also improve landing page loading times and provide an easy-to-use streamlined website navigation system. This makes a significant difference in candidate experience and therefore number of completed applications. Make your jobs searchable For candidates to apply to your job vacancies, they must first be able to find them. Make your job listings as discoverable as possible by considering search engine optimisation (SEO) when writing job titles. To do this, include highly-searched keywords in the titles, descriptions and meta descriptions of your job listings. It’s also possible for great web design to increase your search engine rankings by easily transferring the essential information to Google for Jobs and other job boards.  Once suitable candidates have found your job listing, you want them to apply, therefore aim to include key information in the listing that will make it as attractive as possible while still being accurate. Research the market you are aiming to attract and be transparent in your presentation. Candidates mostly want to know about the salary, working hours and benefits your company provides. In addition to website rankings and job boards, it’s useful to market your jobs on social media as research firm Aberdeen Group reported that 73% of millennials found their last position through a social media website.  Let Attrax help Our careers site system is powered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. We can help you provide your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site. Contact us for more information to see how we can help you today.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Attracting organic traffic to your careers site

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

9/24/2019

** DEFAULT postresults.summarylabel - en-GB **

Organic traffic references the number of visitors to your site derived from search engine results and is one of the most important sources of site traffic, alongside referral, social, direct, e-mail and the opposite — paid search. There are many benefits and drawbacks to each type of traffic due to the quality of candidates they attract, but each source of traffic is valuable and contributes to the success of your company. Organic traffic benefits from having a lasting source of traffic as opposed to the inevitable spike and descent of traffic that comes with paid search. It’s cost-effective and can provide a great ROI but can be labour-intensive and more of a long-term strategy than paid solutions are. The importance and magnitude of organic traffic, especially from Google, can be demonstrated through Google’s five-minute outage in 2013 which decreased web traffic by 40%. It’s clear that a large volume of traffic is sourced from search engines, unsurprising when you hear that there are over 3.5 billion searches made on Google per day. Many people try to push their search engine rankings higher through black hat SEO practises like keyword-stuffing, duplicating content and cloaking (when your content is completely irrelevant to the title and description). But all these methods have been penalised by Google and other search engines for their malpractice in recent years. So, how can you generate true organic traffic to your careers site and improve the quality of visitors you get? Create good-quality and consistent content Content marketing has many proven benefits — one of which is driving relevant traffic to your website. People who search for the topics your content entails (which should be closely related to your business area) are already interested in your sector and therefore more open to engagement. You can convert this engagement into job applications by embedding call to action links throughout your content. Bad, or unrelated leads through other forms of web traffic, can inevitably lead to a higher bounce rate. By producing professional and knowledgeable content, you can build your employer brand and reputation for being an expert in your field, as well as providing a good user experience through providing useful and free content. In addition, uploading new content regularly is a great way of ranking highly on Google which promotes websites that produce fresh content.   The benefits are nothing to scoff at as content marketing generates three times as many leads as paid search per pound spent.   Aim to rank for long-tail key phrases Instead of competing with giant corporations to rank for highly searched head term keywords, it’s a better strategy to focus on highly-focused search queries which usually convert very well. In fact, long-tail keywords of five words or more contribute to 70% of searches. You can aim to rank for these long-tail key phrases by tailoring the promotion of your jobs around a specific location — and adding them to your meta title and descriptions. In addition, to find out which keywords you should aim to rank for, using something as simple as Google’s autocomplete feature and “Searches Related To” tab can show you important key phrases for adoption. Optimise your landing pages to be SEO friendly The core purpose of using SEO for a careers site is to increase the number of people applying to jobs through your website, and this can be done in two ways. Firstly, you should aim to rank highly on search engines to raise awareness of your brand and the available job opportunities. Secondly, and even more importantly, you should aim to entice those people to click on the link and apply for a job. By creating landing pages for jobs based on similarities such as location or sector, you can also generate meta titles and meta descriptions that play on these highly-specific long-tail key phrases. Make sure your titles and descriptions contain only the most relevant and inviting information since they can be previewed on search engines and written correctly, can attract the right attention to your jobs. Organic traffic has been an important aspect of SEO ever since the invention of search engines which revolutionised marketing in a digital age. Its importance only continues to increase as accessibility to search engines are also on the rise. To keep on track with current trends and utilise the 3.5 billion daily searches that are made on Google, follow the tips mentioned and see a substantial increase in your organic traffic and job applications. Let Attrax help Our careers site system is powered by the latest AI to deliver an outstanding talent experience and a strong conversion rate of candidates into the ATS. Do you want to provide your future talent with personalised employer branding, relevant content and jobs based on their interaction with your careers site? Contact us for more information to see how we can help you today.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

The power of content marketing

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

3/19/2019

** DEFAULT postresults.summarylabel - en-GB **

Digital marketing continues to rise in popularity in line with the rapid increase of internet users. The global digital population has now reached 4.4 billion users meaning the majority of humans on the planet spend some of their free time online — with 77% of Americans (the third highest country of internet users) doing so daily. This can be largely accredited to the increased accessibility of internet access, not only through computers but through on-the-go mobile devices which allow constant internet connectivity. Search engines have become the new encyclopaedias with Google, in particular, acting as the first port of call for all queries. Based on the 3.5 billion searches per day, there is a massive flow of organic traffic and conversions waiting to be driven to your website. One of the key ways you can do this is by developing your content marketing strategy — an underutilised tool to boost traffic, improve rankings and drive candidate engagement. Here’s how and why you should aim to maximise your content marketing plan. Increase your brand awareness & reputation for expertise One of the major benefits of content marketing is raising awareness of your brand. By publishing knowledgeable content on an area that your business is involved in, you are also increasing your reputation as an industry expert in that field. If your brand is synonymous with accessible, useful and expert knowledge then others are going to feel warmly about engaging with your brand in the future. To further support the benefits of brand awareness, the marketing rule of seven suggests that a prospect needs to see or hear the advertiser’s message at least seven times before they take action.  It’s been suggested that customers like to interact with a brand a few times before they actually make a purchase – and one of those ways can be through engaging with content.   Good ROI and quality of traffic Content marketing is one of the most cost-efficient ways of driving traffic to your website and produces three times as many leads as paid search per pound spent. It has lower up-front costs than paid search and provides consistent and deeper long-term benefits. Content marketing builds its own momentum and can be re-shared to keep driving traffic free of cost — a method which provides a great return on investment (ROI). Those businesses that have adopted content marketing into their strategy see a hefty payout of a conversion rate that is six times higher than those without content do. Why? One key reason is that content marketing attracts engaged visitors who are searching for content related to your market and therefore more likely to convert. Builds an audience of loyal consumers Good quality content can help to build a loyal consumer base. Those you engage with your content can be more loyal to your brand and revisit your site more frequently. Current and memorable content is also easily shareable and can benefit from ‘viral culture’ which has the potential to create a substantial boost in traffic to your website. Content doesn’t always have to take the form of a blog or article — videos are growing extremely quickly in popularity as over 500 million hours of YouTube videos are watched a day. In the same way, you can make informative and attention-grabbing infographics. Supports other forms of digital marketing Content marketing works happily in tandem with other forms of in and outbound digital marketing including social media campaigns and paid search. Content marketing supports your social media outreach by providing you with content to promote. You can also use pay-per-click (PPC) to direct more traffic to your content (which should be strategically embedded with compelling call to actions) for a less direct sales tactic. The number of advertisements a person sees has risen by 3,000 per day in 20 years. That’s why people are much more receptive to the clever and subtle use of advertising found in content marketing — one that is resistant to ad blockers. By offering free content without asking for anything in return, candidates are more likely to engage with your call-to-actions, especially if they find the information they received to be valuable. How Attrax can help build your brand Using our careers site system can help you build a site that translates your brand whilst delivering relevant content to your prospective candidates. The AI-powered system is endlessly customisable meaning it delivers personalised employer branding and helps to convert visitors into high-quality job applicants. Contact us to see how we can help you today.

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson

How the UK’s low unemployment rate will affect your recruitment business
How the UK's low unemployment rate will affect your business

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

2/12/2019

** DEFAULT postresults.summarylabel - en-GB **

The UK has an unemployment rate of only 4% — the lowest since 1975. The Office for National Statistics have reported a record-high increase in employment of 141,000 to 32.54 million in the three months to November last year. This is good news for jobseekers as employers have been increasing pay as an incentive to recruit staff during this skills-shortage, but what does this mean for your recruitment business? Britain’s booming job market leaves recruitment agencies competing with businesses who hire directly, as well as creating challenges when recruiting for specialist roles. However, there is a silver lining. Those recruiters who see a low unemployment rate and buoyant market as an opportunity – rather than a challenge – can benefit by actively seeking out the market’s top talent and matching them up with niche, difficult-to-fill roles. It’s never been more important to effectively plan and execute your digital recruitment marketing. This can have a dramatic impact on how you attract talent in such a competitive marketplace. Digital Advertising There are two huge factors that will influence the digital recruitment advertising market this year. Firstly, Indeed will be turning off organic traffic for recruitment agencies in the UK very soon. This means less traffic for recruitment agencies and for those who decide to spend on Indeed PPC — a hugely competitive platform as many others do the same. Secondly, many job boards are using Google PPC and Google for Jobs as alternatives to Indeed and as a result, these two sources of candidates are also going to become 10 times more competitive than they were six months ago.  SEO Since 70% of job searches begin on Google, one, if not the most, important aspect of digital marketing includes search engine optimisation (SEO). In an increasingly digital world, it is essential that you innovate your approach to marketing in order to attract high levels of candidate traffic. 94% of all web traffic comes from organic searches, and the first position on Google search results has a 34% click-through rate. This means that despite the declining unemployment rate, there’s a plethora of potential recruits waiting to interact with your business given the opportunity to do so online. Build your brand To stand out from competitors, demonstrate your understanding of the candidate demographic and appeal to them, consider using the powerful tool of content marketing. This underrated service does wonders to drive traffic and showcase the unique perspectives of your brand.Content marketing has been proven to get three times the number of leads against PPC per pound spent. Not only this, but it has longer-lasting effects and lower up-front costs. Building your business brand through content marketing will cement your reputation as knowledgeable in the recruitment industry and increase your digital presence, as well as inciting engagement from active and passive jobseekers.Another way to create a high-ranking landing page is to promote link-building through targeted and polished content. Consider creating targeted organic and paid client campaigns on established networks to build an audience, drive traffic to the website and generate quality applications. Increase your conversions rate After increasing your visibility and traffic, it’s crucial to increase candidate interaction and turn traffic into new recruits. To increase your conversion rates, begin to assess what aspects of your marketing campaigns work the best and hone-in on areas for improvement. Great methods of increasing conversion rates include writing well-written copy, providing intriguing job opportunities, using good visuals, breaking up large chunks of text and using competing calls to actions (CTAs) that will increase interactivity.Bounce rates tend to increase when there is a slow-loading landing page or a convoluted application process. That’s why a main priority of yours should be considering candidate user-experience. There are vast benefits to upgrading to a website-platform that is user-friendly, functional and streamlines your application process for optimal results.  It all starts with Attrax With unemployment at an all-time low and an increasingly competitive job market, a strong brand is essential to set you apart from your competitors and attract top-level candidates. That’s why Attrax can provide every client with all the available digital marketing tools. Our unparalleled understanding of the global recruitment market will allow us to enhance your marketing and branding strategies, and our recruitment site system, Attrax is optimised to generate conversions. Contact us today to see how we can help you. 

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella

How to create a clickable job title

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

7/4/2018

** DEFAULT postresults.summarylabel - en-GB **

In a job market where millions of vacancies are posted across multiple social media platforms every day, the importance of getting your job title and description right cannot be overstated. With today’s Internet browsers possessing an attention span that’s eight seconds long- shorter than that of a goldfish, if rumours are to be believed- you need to be able to write a catchy title that snags a user’s attention and incites them to click on your vacancy, whether it’s being posted on social media, Indeed or on your own careers site. A good headline makes candidates want to read more; it should function as a ‘hook’ to draw them in. So what should it look like- and what should you include? Your ideal candidate Before starting, it’s a good idea to sit down and do some homework on what will attract the type of candidates that you’re searching for. Create a client persona: who is your ideal candidate? What do they want from their job? What are you offering that could appeal to them?  Once you’ve done this, then take a look at what the competition are doing. How are people advertising jobs that are similar to yours? What keywords and hooks are they using to draw in browsers? Are they being effective? The more you know, the more you’ll be able to create a truly memorable headline.  Be searchable Your ideal job title should cover the type of role that you’re advertising for, and the seniority of the role, whilst to complement it the description should ideally draw the reader in with something unique that a potential applicant can expect to experience in the role. If you can get both elements in your title, then so much the better- but bear in mind that your title should also be easily found by search engines, so don't make the job title too complicated and overlong. Be accurate One key mistake you should avoid making is misleading your job seeker about the type of role that you’re advertising to fill. Don't write something that’s inaccurate, or make the role sound better than it might be: this will only backfire, and you’ll likely get fewer applicants as a result. Instead, opt for a description that essentially ‘does what it says on the tin’. This way, you’ll get applicants who are ideally suited for the actual role, and not an idealised version of it that they’ll only be disappointed by later.  Don’t use jargon Maybe you use a specific descriptive, 'slang' word within your office for a certain job role or task- or maybe you use abbreviations to get your point across with your colleagues. When it comes to writing job titles, though, you can’t afford to do this: with hundreds of companies vying to recruit people for the job role, you need to make sure that your job is crystal clear, and catches the attention of your reader. After all, if the candidate doesn’t understand what the job is, then why should they click on it- especially when they have hundreds of similar titles to choose from instead? Talk to the experts. At Attrax, we take pride in doing things right- whether it's creating the perfect careers site on our awar-winning platform, or advising our clients on how to write great job templates. Contact us today to see how we can help you. Take advantage of our insights: why not check out our range of eBooks. 

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Beatrice Caldarella

by

Beatrice Caldarella

Beatrice Caldarella

by

Beatrice Caldarella

The art of writing a good job advert
The art of writing a good job advert

** DEFAULT postresults.teaserlabel - en-GB **

Blogs

** DEFAULT postresults.contenttypelabel - en-GB **

Blogs

** DEFAULT postresults.publishdate - en-GB **

5/9/2018

** DEFAULT postresults.summarylabel - en-GB **

Knowing how to write a good job advertisement is perhaps the most important skill you can have as a recruiter. After all, candidates can be attracted to your website thanks to the great design and SEO that you may have, but if the job advertisement isn’t engaging, then how can you incite them to apply for your latest vacancies?And knowing your way around how to write copy that appeals to your next star placement is important for more than one reason. When done correctly, it’ll drive engagement, resulting in more applications and more placements- and it will also pay dividends when it comes to online visibility, giving your SEO a boost and driving more traffic to your site, straight from Google.But what’s the secret to writing a great advert?We’ve gathered together a list of insights from our marketing experts for you to peruse. What the client wants Before you go ahead and write your advert, you need to make sure that you have all the information you need to hand. Don’t be afraid to ask your client who they envision as their ideal candidate, otherwise you’ll find yourself at a loss for what to include later: make sure you know what kind of person they’re looking for, and the key attributes and skills they should have. For a job advert that fits the brief exactly, go deeper: ask them which essential skills they’d be prepared to compromise on, what the future for the role will be, and why that candidate would want to apply for the job. A job advertisement is not a job spec Firstly, it’s important to remember what you’re writing. A job advert is something that is designed to attract and engage a potential browser, and make them want to apply for that role. A job spec is a document laying out the role in detail, taking into account the responsibilities and required skills it entails. With that in mind. make sure that you’re not writing a job spec, and being too dry with what you're describing: in a job advert, you should be selling the role to the candidate, and simply listing what’s expected of them isn’t going to do that. Instead, make the effort to include elements like employee benefits, the chance they’ll have to make the role their own, or the great working environment. Give people a title to remember When browsing the Internet, 80% of people will read your content headline, but only 20% will click through onto your job. You can see why it’s so important that you get it right: after all, the more people click on your job, the more chances you have of finding that perfect placement.In order to do this, use clear, recognisable terms in your headline, rather than additional characters like ‘!’ or ‘*’. Additions like URGENT will only put people off, as will advertising for multiple roles straight from the get-go: like showing a vacancy for ‘5 x Project Managers’. Not only will it make your browser feel unimportant, but it means they’ll be less likely to apply. It’s also a good idea to avoid non-standard abbreviations, simply because you run the risk of mystifying your browsers- and in a world where our attention spans are comically low, you only have one chance to pique their interest. Balancing your SEO with content An average job advertisement should optimally be about 500 words in length, and balance your SEO needs with good content. Your opening line should contain keywords and entice the candidate to read on, whilst your opening paragraph should sell them the opportunity. The body paragraph- which can also take the form of bullet points- can then go into detail about your ideal candidate, along with the skills required and responsibilities of the job, with a call to action finishing off the end of the job advertisement. Give the details some attention We know that Google tends to give priority to jobs that are as detailed as possible, whether they’re stuffed with keywords or contain accurate metadata. Many people tend to overlook it, but it’s easy to do, and it’ll give your vacancies an extra boost that might even put them ahead of the competition. Include the job salary and location, if possible, and include metadata. This is the code that tells Google what’s in your job vacancy, and how to categorise it: for maximum impact, therefore, make your meta description unique- rather than just a copy-and-paste job from the job vacancy itself. Would you apply? Once you’ve finished your writing your job advert, it can be tempting to just upload it and walk away, but first you should take a good look through it and ask yourself: would I apply for this job? It’s a litmus test, and it’s one that checks how engaging your writing style really is. Talk to the experts At Attrax, we build careers sites that give your job advertisements maximum visibility, whilst our years of experience in the recruitment sector means that we’re uniquely positioned to create sites that will thrive in the market. Want to jump-start your recruitment process? Why not talk to our team of experts- or find out more about the ins and outs of recruitment marketing in one of our blogs?

** DEFAULT postresults.teaserlabel - en-GB **

Explore
Lucy Dawson

by

Lucy Dawson

Lucy Dawson

by

Lucy Dawson