Webinar will help organizations position themselves to reach broader audiences.
NAS Interactive, a division of NAS Recruitment Communications will team up with LinkedIn to present “Using Social Networking as Part of Your Talent Sourcing Strategy,” a special webinar to be hosted May 5th at 2:00 p.m. EST.
Kevin Hawkins, National Internet Strategist for NAS, and Brandon Salom, Partner Relationship Sales Manager for LinkedIn, will co-host the hour-long presentation. Those attending the session will learn how many HR organizations are already successfully using these powerful Web 2.0 environments to reach candidates, as well as how to use LinkedIn’s platforms and solutions.
This webinar will also explore how proactive organizations use Social Networks to coordinate recruiter activities in order to find and engage quality talent. Participants will learn how job listings are virally promoted to reach “perfect fit” candidates; why personalized, network-driven connections increase quality lead generation; and how Social Networks allow candidates to learn about you as an employer without feeling like they’re being marketed to.
“Social networking is a necessary component for today’s employee recruitment strategies,” said Kevin Hawkins, “particularly when you need to reach out to people with highly specialized skills. Professional and social communities like LinkedIn are where HR goes to look for top talent. NAS Interactive helps clients to build their own niche community and extend their brand presence in unique ways within the SNS space.”
In fact, social networking sites, such as LinkedIn, Facebook, MySpace, Twitter and Tagged, have become a cultural phenomenon that transcends age or computer proficiency. Today, college students, working parents, seniors, executives, professionals...57% of all active online users—over 130 million people—are members of at least one social network. And that makes these sites fertile ground for recruiters.
To learn how NAS and LinkedIn can help you develop a social network strategy and engage talent in a uniquely effective manner, or to register for the May 5th webinar presentation, please contact Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
Monday, April 27, 2009
Thursday, April 16, 2009
NAS Improves Online Job Board Return on Investment For Clients
NAS Recruitment Communications continues to improve online job board return on investment for client partners ranging from small organizations to Fortune 100 companies.
NAS’ solution encompasses a customized and highly tailored suite of services that can be applied to online contracts ranging in value from $5,000 up to multi-million-dollar investments. “These services become even more important given the current state of the business climate,” said Brianna Lamb, Director of Business Development for NAS. “We have seen clients realize up to a 400% increase in the number of qualified applications, and a significant decrease in wasted investment, with just a few simple adjustments to their strategy.”
NAS’ online contract management activities include historical performance reviews, monthly quality and brand audits, custom reporting, job board performance comparisons, product fit assessments, realistic job previews, online branding, and media analytics complete with tracking from source to application. These services provide NAS customers with a true picture of success and performance with each of the job boards. Investment levels and product mixes are then adjusted based on the success metrics, ultimately delivering the organization a better applicant at a lower cost per hire. Monthly reports and audits also provide best practices tips to deploy and strengthen the candidate experience, particularly when NAS identifies brand inconsistencies, broken links, tedious application processes, unsearchable titles, poorly written postings and formatting errors.
To receive a copy of NAS’ article “Ten Tips To Improve Your Online Job Postings,” which includes posting best practices and strategy tips, or to learn more about how NAS can assist you with your online media investment, please email info@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
Thursday, April 2, 2009
New Search Engine Optimization Service Now Part of NAS Interactive
NAS Interactive, a division of NAS Recruitment Communications, launches a new Search Engine Optimization (SEO) service that will help clients optimize their career site for better search engine results.
NAS Interactive’s SEO website review helps organizations improve their website visibility on the major search engines, including Google, Yahoo! and MSN Live Search. NAS Interactive’s certified search engine specialists will provide a comprehensive, page-by-page review of the technical design aspects of the site that can impact the site’s marketing success. The SEO review also provides a detailed report of the company’s viability with search engines, a competitive assessment and specific recommendations on how to improve the website’s ranking on Google, Yahoo! and MSN Live Search. This report is used to set a baseline for how the website is currently designed and marketed.
“The SEO review is the first step in creating a comprehensive Internet marketing plan,” said Dave Goebel, Sr. Interactive Marketing Analyst. “The competitive assessment and actionable recommendations we include will assist any organization in exceeding their website goals and drive more talent to their career site.”
Patty Van Leer, SVP of Interactive, noted that “Search engines behave like people. They like websites which contain substantive information about a certain topic, and for HR, that topic is career content. The best sites usually appear first in search engines because people like them and because search engines ‘like them,’ too. Search Engine Optimization does not only generate traffic - it helps to maintain that traffic.”
To find out more about this SEO offering, please contact NAS Interactive Sr. Vice President Patty Van Leer at pvanleer@nasrecruitment.com.
Thursday, March 26, 2009
See NAS and Matthew Adam at the SHRM Staffing Management Conference & Expo: April 28-30, 2009
Catch NAS at Booth #401/403 and Matthew Adam at the SHRM Staffing ManagementConference & Exposition!April 28-30, 2009, Las Vegas Hilton
Matthew Adam, Vice President and Chief Talent Strategist Tuesday, April 28, 1:15 p.m. – 2:30 p.m.
Recruitment Marketing: Navigating the Internet To Attract A-Level Talent
Workplace Application: This program will illustrate just how complicated online recruiting has become while showing how it is possible to cut through the clutter and develop the most effective on-line strategy. Navigating the world of online recruitment is an ever-changing, and often complicated, endeavor.
Understanding the navigation and response patterns of potential candidates through the Internet marketplace is critical to gaining their attention. Gone are the days when job seekers went straight to the newspaper classifieds.
The Internet has caused the process to become more fragmented and organizations must now go beyond traditional mediums to ensure that they will reach and attract the right talent. It can be difficult to know where to turn so join us as we put a strategic map in place to navigate this new landscape.
Please contact NAS if you would like further information about this event.
Monday, March 16, 2009
NAS Expands Search Engine Marketing Services
NAS Interactive, a division of NAS Recruitment Communications, announces the expansion of its online HR recruitment offering with the opening of the new NAS SmartClicks Center. Staffed by Google-certified specialists, the NAS SmartClicks Center will allow clients to tap into powerful search engine marketing strategies that can maximize the return on their recruitment investment.
“Today, more job seekers begin their job search on search engines like Google, Yahoo! and MSN than on the big job boards combined,” said Patty Van Leer, Senior Vice President of NAS’ Interactive Division. “And since recent studies indicate that few searches go beyond the first page of organic search results, strategies that engage candidates early in their search takes on even more importance.”
“Search engine marketing strategies like Pay-Per-Click (PPC) campaigns keep your opportunities visible, especially if your ranking in organic keyword searches is less than desirable,” said Dave Goebel, Sr. Interactive Marketing Analyst. “In addition, NAS SmartClicks Search Engine Marketing campaigns are optimized to bring the right candidate to your career website.”
The SmartClicks Center’s certified specialists handle all aspects of the campaign, from keyword research and bid monitoring, to developing appropriate landing pages or optimizing an existing site to maximize the campaign’s effectiveness. This allows NAS SmartClicks to provide the highest-possible-quality scores at the lowest cost-per-click.
NAS SmartClicks Center manages Google Adwords, Yahoo Search Marketing, and Microsoft AdCenter Search Engine Marketing Campaigns. When combined with Total Source Tracker, these campaigns are powerful ways to both draw and track candidates from initial click to completed application and to reduce your overall advertising spend.
To find out more about SmartClicks, and NAS’ comprehensive array of Digital Recruitment Solutions, please contact Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
“Today, more job seekers begin their job search on search engines like Google, Yahoo! and MSN than on the big job boards combined,” said Patty Van Leer, Senior Vice President of NAS’ Interactive Division. “And since recent studies indicate that few searches go beyond the first page of organic search results, strategies that engage candidates early in their search takes on even more importance.”
“Search engine marketing strategies like Pay-Per-Click (PPC) campaigns keep your opportunities visible, especially if your ranking in organic keyword searches is less than desirable,” said Dave Goebel, Sr. Interactive Marketing Analyst. “In addition, NAS SmartClicks Search Engine Marketing campaigns are optimized to bring the right candidate to your career website.”
The SmartClicks Center’s certified specialists handle all aspects of the campaign, from keyword research and bid monitoring, to developing appropriate landing pages or optimizing an existing site to maximize the campaign’s effectiveness. This allows NAS SmartClicks to provide the highest-possible-quality scores at the lowest cost-per-click.
NAS SmartClicks Center manages Google Adwords, Yahoo Search Marketing, and Microsoft AdCenter Search Engine Marketing Campaigns. When combined with Total Source Tracker, these campaigns are powerful ways to both draw and track candidates from initial click to completed application and to reduce your overall advertising spend.
To find out more about SmartClicks, and NAS’ comprehensive array of Digital Recruitment Solutions, please contact Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
Thursday, March 5, 2009
Search Expert Joins NAS Recruitment
NAS Interactive, a division of NAS Recruitment Communications, announces the hiring of David Goebel as the new Senior Interactive Marketing Analyst to support NAS Interactive’s leadership in Online HR Recruitment.
David is a certified Google Adwords Professional and a recognized Search Engine Marketing expert, serving as a Search Engine Consultant since 2002. His past experience includes work for IBM, AT&T, Meta Group (now Gartner Group) and Flashline.com (now Oracle) in sales and marketing positions. A graduate of Cleveland State University (Marketing), David is a frequent speaker at various industry events addressing topics, such as Innovations in Search, Enterprise Search and eMarketing Techniques. In addition, he has been quoted in numerous articles, including Time magazine, about search technology.
Patty Van Leer, Senior Vice President – Interactive, said, “David allows us to provide expert advice in all facets of search engine optimization and search engine marketing. A lot of people think that search engine marketing (SEM) is only about lead generation, but it’s really about effective marketing and execution of your brand to drive traffic to your site and to sell great career opportunities. Combining David’s extensive industry knowledge with NAS’ SEO offering will allow clients to experience the ultimate cost-effective recruitment marketing platform that will yield stronger ROI than any other type of Internet marketing.”
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement, and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
David is a certified Google Adwords Professional and a recognized Search Engine Marketing expert, serving as a Search Engine Consultant since 2002. His past experience includes work for IBM, AT&T, Meta Group (now Gartner Group) and Flashline.com (now Oracle) in sales and marketing positions. A graduate of Cleveland State University (Marketing), David is a frequent speaker at various industry events addressing topics, such as Innovations in Search, Enterprise Search and eMarketing Techniques. In addition, he has been quoted in numerous articles, including Time magazine, about search technology.
Patty Van Leer, Senior Vice President – Interactive, said, “David allows us to provide expert advice in all facets of search engine optimization and search engine marketing. A lot of people think that search engine marketing (SEM) is only about lead generation, but it’s really about effective marketing and execution of your brand to drive traffic to your site and to sell great career opportunities. Combining David’s extensive industry knowledge with NAS’ SEO offering will allow clients to experience the ultimate cost-effective recruitment marketing platform that will yield stronger ROI than any other type of Internet marketing.”
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement, and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
Thursday, February 19, 2009
NASinteractive.com is leading the revolution of online recruitment
NAS Interactive, a division of NAS Recruitment Communications, is proud to announce the launch of its new marketing Website, www.nasinteractive.com, featuring the company’s signature line of Digital Recruitment Solutions.
From Employment Branding and Interactive Marketing to Web Development, Media Planning/Buying, Strategic Planning and Analytics, NAS Interactive’s Solutions encompass the entire spectrum of online recruitment strategy, combining digital approaches and award-winning creative that our loyal clients have come to expect.
“As companies continue to make the transition from traditional to online recruitment, NAS Interactive has been there every step of the way, helping our clients navigate this vast new territory,” said Patty Van Leer, Senior Vice President of NAS’ Interactive Division. “Our loyal clients have come to expect award-winning results from NAS, and we will continue to deliver in the digital space.”
With over 60 years of expertise in talent acquisition, NAS remains at the forefront of recruitment advertising and its impact in the digital sphere. As technology evolved, NAS embraced the challenge and parlayed a digital strategy into the industry’s most powerful, trusted source in the fiercely competitive, highly visible medium of online recruitment.
To find out more about NAS’ host of Digital Recruitment Solutions, please contact Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
From Employment Branding and Interactive Marketing to Web Development, Media Planning/Buying, Strategic Planning and Analytics, NAS Interactive’s Solutions encompass the entire spectrum of online recruitment strategy, combining digital approaches and award-winning creative that our loyal clients have come to expect.
“As companies continue to make the transition from traditional to online recruitment, NAS Interactive has been there every step of the way, helping our clients navigate this vast new territory,” said Patty Van Leer, Senior Vice President of NAS’ Interactive Division. “Our loyal clients have come to expect award-winning results from NAS, and we will continue to deliver in the digital space.”
With over 60 years of expertise in talent acquisition, NAS remains at the forefront of recruitment advertising and its impact in the digital sphere. As technology evolved, NAS embraced the challenge and parlayed a digital strategy into the industry’s most powerful, trusted source in the fiercely competitive, highly visible medium of online recruitment.
To find out more about NAS’ host of Digital Recruitment Solutions, please contact Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
Wednesday, February 11, 2009
Premium Recognition Incentive Division for Employees (PRIDE)
PRIDE (Premium Recognition Incentive Division for Employees) is our division that provides quality custom gifts, awards and promotional merchandise to support your recruitment initiatives and internal communications programs.
We’ll offer suggestions to enhance your programs for trade show and open house promotions, employee recognition or incentives and employee referral awards.
Check out our monthly Promotional Products: http://www.nasrecruitment.com/solutions/pride.html
We’ll offer suggestions to enhance your programs for trade show and open house promotions, employee recognition or incentives and employee referral awards.
Check out our monthly Promotional Products: http://www.nasrecruitment.com/solutions/pride.html
Friday, February 6, 2009
Case Study: Almost Half of Florida Nursing Applicants Rejected
The nursing shortage is being felt in Florida just as much as in other states. But like other states, the nursing schools there aren't coming close to meeting the demand. In fact, a new study finds that 44 percent of qualified applicants to Florida nursing schools were turned away outright during the 2007-08 academic year.
Read more....
Read more....
Thursday, January 29, 2009
Searching for Talent via Social Networks NAS Interactive helps position organizations to reach broader audiences
NAS Interactive, a division of NAS Recruitment Communications is expanding its offering in the fast-growing field of social networking.
Social networking sites such as Facebook, MySpace, LinkedIn, Twitter and Tagged have become a cultural phenomenon not restricted to age or computer proficiency. College students, working parents, seniors, executives, professionals...57% of all active online users—over 130 million people—are members of at least one social network. And that makes these sites fertile ground for recruiters.
NAS’ Social Networking Employment Brand Interface helps HR organizations tap into this powerful Web 2.0 environment by helping them extend their Brand Presence using social networking sites (SNS).
“Since their introduction, social network sites have attracted millions of users who share common interests,” said Patty Van Leer, Senior Vice President of NAS’ Interactive Division. “This is where today’s HR goes to look for top talent. NAS Interactive helps clients to build their own niche community and extend their brand presence in unique ways within the SNS space.”
To find out more about NAS’ Social Networking Employment Brand Interface please contact Patty Van Leer at pvanleer@nasrecruitment.com.
Social networking sites such as Facebook, MySpace, LinkedIn, Twitter and Tagged have become a cultural phenomenon not restricted to age or computer proficiency. College students, working parents, seniors, executives, professionals...57% of all active online users—over 130 million people—are members of at least one social network. And that makes these sites fertile ground for recruiters.
NAS’ Social Networking Employment Brand Interface helps HR organizations tap into this powerful Web 2.0 environment by helping them extend their Brand Presence using social networking sites (SNS).
“Since their introduction, social network sites have attracted millions of users who share common interests,” said Patty Van Leer, Senior Vice President of NAS’ Interactive Division. “This is where today’s HR goes to look for top talent. NAS Interactive helps clients to build their own niche community and extend their brand presence in unique ways within the SNS space.”
To find out more about NAS’ Social Networking Employment Brand Interface please contact Patty Van Leer at pvanleer@nasrecruitment.com.
Tuesday, January 20, 2009
NAS Insights: Recruitment Hotsheets
NAS Insights is posting monthly Recruitment Hotsheets to help you in targeting top talent within industry-specific areas.
The first one released highlights Nursing: employment trends, online networks, top programs, e-newsletters, blogs and upcoming events.
Be sure to check out NAS Insights frequently for more industries and new monthly issues.
http://www.nasrecruitment.com/talenttips/nasinsights.html
The first one released highlights Nursing: employment trends, online networks, top programs, e-newsletters, blogs and upcoming events.
Be sure to check out NAS Insights frequently for more industries and new monthly issues.
http://www.nasrecruitment.com/talenttips/nasinsights.html
Friday, January 16, 2009
Ready to figure out which media is really working for you?
NAS has introduced an exciting new HR metrics tool that will give you information you may never have had access to before. The NAS Total Source Tracker, an end-to-end recruitment solution that allows better media planning regardless of the ATS currently in use, tracks, measures and analyzes the paths of applicants throughout the entire conversion process.
This includes both online and off-line media.
With the HR metrics provided by this new tool, you’ll always know exactly how many candidates from each media actually apply. Once you determine the effectiveness of specific job boards, social networks, search engines, and career sites, you can validate where you invest your HR dollars. The next step is to analyze your current advertising strategy, and, finally, to identify process improvement. You are now on a direct path to improving your conversion ratios!
Remember, you can only improve on what you can accurately measure!
Learn more about the Total Source Tracker.
This includes both online and off-line media.
With the HR metrics provided by this new tool, you’ll always know exactly how many candidates from each media actually apply. Once you determine the effectiveness of specific job boards, social networks, search engines, and career sites, you can validate where you invest your HR dollars. The next step is to analyze your current advertising strategy, and, finally, to identify process improvement. You are now on a direct path to improving your conversion ratios!
Remember, you can only improve on what you can accurately measure!
Learn more about the Total Source Tracker.
Tuesday, January 6, 2009
See What It's Like to Partner with NAS
Our healthcare clients say it best.
Does your organization have a plan to fill the vacancies created by increasing workforce shortages?
NAS healthcare consultants can diagnose your recruitment efforts, help you remove stumbling blocks, and develop a plan of action that optimizes your ability to hire and retain the talent you want.
Our healthcare experts will help with:
Does your organization have a plan to fill the vacancies created by increasing workforce shortages?
NAS healthcare consultants can diagnose your recruitment efforts, help you remove stumbling blocks, and develop a plan of action that optimizes your ability to hire and retain the talent you want.
Our healthcare experts will help with:
- Organizational Assessment
- Strategic Planning
- Talent Recruitment and Retention
- Competency Training
- Leadership Development
- Labor Relations
- Continuous Quality Improvement
See what clients say about partnering with NAS.
Consult with NAS for more information about your healthcare solutions.
Tuesday, December 30, 2008
2009 Recruitment Calendars
Plan your 2009 recruitment strategy by keeping on top of important dates and conferences. NAS has published the following calendars to assist you in creating demand, delivering talent and changing lives.
2009 Healthcare Convention Calendar
2009 Healthcare Recognition Days
2009 Recognition Days
2009 Computer & Engineering Convention Calendar
Monday, December 22, 2008
NAS Insights: Healthcare Recruitment News
Aging Population Stressing California's Health Care Network
California's aging baby boomer population is threatening to overtax the state's health care system, which doesn't have enough doctors, nurses and other medical professionals to meet the demand.
Click on the link below to read article...
http://www.sgvtribune.com/business/ci_11247447
Florida Doctors Shortage Trend Only To Worsen, Report Reveals
Many physicians in Florida plan to make cuts to their practices in the next five years and another group of physicians have already done so, according to findings of a first-ever report on the physician work force by the state Department of Health.
Click on the link below to read article...
http://www.naplesnews.com/news/2008/dec/16/florida-doctors-shortage-trend-only-worsen-report-/
Nursing Homes Talk New Ratings
The Centers for Medicare & Medicaid Services (CMS) has scored nearly 16,000 nursing homes for the first time.
Click on the link below to read article...
http://www.usatoday.com/news/health/2008-12-18-nursinghomeinside_N.htm
California's aging baby boomer population is threatening to overtax the state's health care system, which doesn't have enough doctors, nurses and other medical professionals to meet the demand.
Click on the link below to read article...
http://www.sgvtribune.com/business/ci_11247447
Florida Doctors Shortage Trend Only To Worsen, Report Reveals
Many physicians in Florida plan to make cuts to their practices in the next five years and another group of physicians have already done so, according to findings of a first-ever report on the physician work force by the state Department of Health.
Click on the link below to read article...
http://www.naplesnews.com/news/2008/dec/16/florida-doctors-shortage-trend-only-worsen-report-/
Nursing Homes Talk New Ratings
The Centers for Medicare & Medicaid Services (CMS) has scored nearly 16,000 nursing homes for the first time.
Click on the link below to read article...
http://www.usatoday.com/news/health/2008-12-18-nursinghomeinside_N.htm
Wednesday, December 17, 2008
Sign up for NAS e-newsletters
Sign up today for the latest e-newsletters from NAS Recruitment Communications.
NAS creates and produces electronic publications to keep you up-to-date on the latest recruitment news, from downsizing announcements and economic trends reports, to pertinent healthcare recruitment web articles and communications to help you with your recruiting challenges.
You can elect to receive the NAS Insights Downsizing & Economic Trends reports, the NAS Insights Healthcare e-news or the NAS OnDemand e-newsletter keeping you informed on the latest white papers, case studies and general recruitment information.
http://www.nasrecruitment.com/Form/NASNewsletter.asp
NAS creates and produces electronic publications to keep you up-to-date on the latest recruitment news, from downsizing announcements and economic trends reports, to pertinent healthcare recruitment web articles and communications to help you with your recruiting challenges.
You can elect to receive the NAS Insights Downsizing & Economic Trends reports, the NAS Insights Healthcare e-news or the NAS OnDemand e-newsletter keeping you informed on the latest white papers, case studies and general recruitment information.
http://www.nasrecruitment.com/Form/NASNewsletter.asp
Friday, December 12, 2008
Don't Forget to Register for Monday's HCI Webcast!
Understanding Media Choices in Recruitment Advertising:
Monday, December 15, 2008, 1:00 PM – 2:00 PM ET
Not yet on the web 2.0 wagon? Having difficulty deciding where to focus your brand efforts in the world of social media? Perhaps you are still struggling to understand what Web 2.0 is or how it relates to your talent acquisition process. You are not alone. Employers globally are wrestling with the dynamic advances in what candidates do online, where they do it, and how to leverage those activities and destinations into improved candidate flow.
In our year-end webcast in Recruitment Advertising and Communications, led by Kevin Hawkins, National Internet Strategist, NAS Recruitment Communications, we will develop an understanding of these new media choices, and the role they can play in your employment brand activities. We will also discuss how to align your choices with your overall talent brand strategies.
This live event is FREE, and available on a first-come, first-seated basis.
To Register Online: go to humancapitalinstitute.com.
If you would like to register by phone, please call 1-866-538-1909.
Please contact NAS if you have questions about this exciting webcast.
Monday, December 15, 2008, 1:00 PM – 2:00 PM ET
Not yet on the web 2.0 wagon? Having difficulty deciding where to focus your brand efforts in the world of social media? Perhaps you are still struggling to understand what Web 2.0 is or how it relates to your talent acquisition process. You are not alone. Employers globally are wrestling with the dynamic advances in what candidates do online, where they do it, and how to leverage those activities and destinations into improved candidate flow.
In our year-end webcast in Recruitment Advertising and Communications, led by Kevin Hawkins, National Internet Strategist, NAS Recruitment Communications, we will develop an understanding of these new media choices, and the role they can play in your employment brand activities. We will also discuss how to align your choices with your overall talent brand strategies.
This live event is FREE, and available on a first-come, first-seated basis.
To Register Online: go to humancapitalinstitute.com.
If you would like to register by phone, please call 1-866-538-1909.
Please contact NAS if you have questions about this exciting webcast.
Wednesday, December 10, 2008
HR 101 – Sales Effectiveness: 10 Steps to Successful Corporate Recruiting.
by Ryan Estis, Senior Vice President and Chief Talent Strategist
Professional selling is not unlike the practice of law or accounting. It includes a set of core competencies that, if understood, developed, and mastered will lead to tremendous success. Sales success is the culmination of extreme effort, developed subject matter expertise, and a passionate belief that you can help someone do something better. The same principles apply to effective corporate recruiting. The best and brightest are highly coveted and, in turn, have an abundance of options. The best recruiters understand that in the people business, you have to earn the opportunity to hire the very best candidates.
1. Be likable
People prefer to do business with, work around and for people they like and trust. Often, before they come to work for you, they need to like you.
2. Respect and serve
Where selling once was likened to persuasion and even manipulation tactics, today it's simply about helping people or companies improve. Recruiting is no different. Helping people determine fit, providing feedback, guidance, insights, and support through the process demonstrates sincere interest and respect for candidates who are making a critical life decision.
3. Follow-up and -through
Treating candidates like customers creates a sense of urgency. A-level talent is on the marketplace for a short period of time, so immediate follow-up is critical to successful conversions. Coveted candidates have lessening patience for long delays and limited feedback and communication.
4. You are the company
Every touch point is an opportunity to enhance the candidate experience and extend the relationship. Recruiters become the ultimate extension of the employment brand. Having a clearly defined, authentic employment value proposition extended through an employment branding strategy is essential to attracting A-level talent. In the eyes of the candidate, you are the company.
5. Do your homework
Make sure hiring managers are thoroughly prepared with all the background, notes, detail, and relevant nuances to ensure a successful meeting. Preparation helps demonstrate keen interest in the candidate as a potential contributor and builds a positive relationship. Quality candidates are beginning to expect you've done your research upfront, and with tools like Google and Zoom Info at the ready, it's easy to accomplish.
6. Earn the talent
Customer relationships are often cultivated through years of development and interface before finally being solidified. A recruiting culture that approaches engaging talent competitively has an advantage every time. You have to earn the opportunity to employ A-players.
7. Be number 1
When recruiting passive candidates, strive to become the organization candidates think of first when they begin contemplating a career change. Maintain the relationship with the notion that eventually this candidate will join your organization. Work to stay relevant and top of mind to the talent you desire and aspire to be the first person they call when the timing is right.
8. Keep it simple
Make it easy for candidates to connect with your organization, understand career opportunities, and apply for a job. Review your career site. How compelling is the first impression you make? Are you being competitive in your space? Is it simple and painless to search and apply for a job? Can a candidate leave their e-mail address to get communication on the status of their application and updates on careers?
9. After the yes
Critical to engagement and retention is the experience a candidate has in the first 12 months on the job. Acceptance of the offer is just the beginning of the relationship. Put a program in place that extends beyond orientation and make sure it includes relevant training, support in acclimation, consistent communication, and the opportunity for new hires to offer opinions about what could be better. The company should do everything it can to fulfill expectations extended during the recruitment process.
10. Live and learn
Enhance recruiting effectiveness by understanding lost opportunities and implement process improvements. Sales organizations thoroughly analyze and inspect every detail around a customer loss or defeat in a competitive selling situation in order to ensure it doesn't happen again. Develop a mechanism for obtaining feedback from candidates who turn down offers. Make a plan to shore up any gaps and remove barriers that impede the acquisition of more stars.
Ryan Estis is Senior Vice President and Chief Talent Strategist with NAS Recruitment Communications, LLC, in Minneapolis. E-mail: restis@nasrecruitment.com.
Consult with NAS today to obtain in-depth assistance with your own employment branding program.
Professional selling is not unlike the practice of law or accounting. It includes a set of core competencies that, if understood, developed, and mastered will lead to tremendous success. Sales success is the culmination of extreme effort, developed subject matter expertise, and a passionate belief that you can help someone do something better. The same principles apply to effective corporate recruiting. The best and brightest are highly coveted and, in turn, have an abundance of options. The best recruiters understand that in the people business, you have to earn the opportunity to hire the very best candidates.
1. Be likable
People prefer to do business with, work around and for people they like and trust. Often, before they come to work for you, they need to like you.
2. Respect and serve
Where selling once was likened to persuasion and even manipulation tactics, today it's simply about helping people or companies improve. Recruiting is no different. Helping people determine fit, providing feedback, guidance, insights, and support through the process demonstrates sincere interest and respect for candidates who are making a critical life decision.
3. Follow-up and -through
Treating candidates like customers creates a sense of urgency. A-level talent is on the marketplace for a short period of time, so immediate follow-up is critical to successful conversions. Coveted candidates have lessening patience for long delays and limited feedback and communication.
4. You are the company
Every touch point is an opportunity to enhance the candidate experience and extend the relationship. Recruiters become the ultimate extension of the employment brand. Having a clearly defined, authentic employment value proposition extended through an employment branding strategy is essential to attracting A-level talent. In the eyes of the candidate, you are the company.
5. Do your homework
Make sure hiring managers are thoroughly prepared with all the background, notes, detail, and relevant nuances to ensure a successful meeting. Preparation helps demonstrate keen interest in the candidate as a potential contributor and builds a positive relationship. Quality candidates are beginning to expect you've done your research upfront, and with tools like Google and Zoom Info at the ready, it's easy to accomplish.
6. Earn the talent
Customer relationships are often cultivated through years of development and interface before finally being solidified. A recruiting culture that approaches engaging talent competitively has an advantage every time. You have to earn the opportunity to employ A-players.
7. Be number 1
When recruiting passive candidates, strive to become the organization candidates think of first when they begin contemplating a career change. Maintain the relationship with the notion that eventually this candidate will join your organization. Work to stay relevant and top of mind to the talent you desire and aspire to be the first person they call when the timing is right.
8. Keep it simple
Make it easy for candidates to connect with your organization, understand career opportunities, and apply for a job. Review your career site. How compelling is the first impression you make? Are you being competitive in your space? Is it simple and painless to search and apply for a job? Can a candidate leave their e-mail address to get communication on the status of their application and updates on careers?
9. After the yes
Critical to engagement and retention is the experience a candidate has in the first 12 months on the job. Acceptance of the offer is just the beginning of the relationship. Put a program in place that extends beyond orientation and make sure it includes relevant training, support in acclimation, consistent communication, and the opportunity for new hires to offer opinions about what could be better. The company should do everything it can to fulfill expectations extended during the recruitment process.
10. Live and learn
Enhance recruiting effectiveness by understanding lost opportunities and implement process improvements. Sales organizations thoroughly analyze and inspect every detail around a customer loss or defeat in a competitive selling situation in order to ensure it doesn't happen again. Develop a mechanism for obtaining feedback from candidates who turn down offers. Make a plan to shore up any gaps and remove barriers that impede the acquisition of more stars.
Ryan Estis is Senior Vice President and Chief Talent Strategist with NAS Recruitment Communications, LLC, in Minneapolis. E-mail: restis@nasrecruitment.com.
Consult with NAS today to obtain in-depth assistance with your own employment branding program.
Wednesday, December 3, 2008
U.S. and Canadian Downsizing & Economic Trends
NAS Recruitment Insights has released the latest issue of the U.S. and Canadian Downsizing and Economic Trends report.
The U.S. Issue and Canadian Issue include information on Economic Indicators, Regional Trends, Human Resource and Labor Trends, and Downsizing Annoucements.
More NAS Insights reports are available on the NAS Website.
The U.S. Issue and Canadian Issue include information on Economic Indicators, Regional Trends, Human Resource and Labor Trends, and Downsizing Annoucements.
More NAS Insights reports are available on the NAS Website.
Monday, December 1, 2008
NAS Healthcare Recruitment Insights
NAS Insights is pleased to present the following breaking news of interest to those professionals engaged in the field of health care recruitment:
Nursing Shortages Stretch South Carolina Hospitals
The overall number of nurses graduating from accredited nursing schools in the area-such as the two-year program at Orangeburg-Calhoun Technical College and the four-year program at South Carolina State University-are proving their quality. The problem lies in the fact there just aren't enough of them to meet the demand.
Click on the link below to read article...
http://www.individual.com/story.php?story=92463830
AAMC Reports Growing Physician Shortage
A new report from the Association of American Medical Colleges says the United States is likely to face a shortfall of 124,000 physicians by 2025.
Click on the link below to read article...
http://www.healthcarefinancenews.com/story.cms?id=8991
Students Watch How Hospital Nurses Work
Five students from Everglades High School's allied health science program, taught by registered nurse Sheron Favata, followed five nurses through daily work duties that changed second by second in a literal heartbeat.
Click on the link below to read article...
http://www.miamiherald.com/news/broward/miramar/story/781345.html
NAS Insights provides customized market, media, demographic and other recruitment communications information as part of our service to our clients. Visit us at http://nasrecruitment.com/talenttips/nasInsights.html.
Nursing Shortages Stretch South Carolina Hospitals
The overall number of nurses graduating from accredited nursing schools in the area-such as the two-year program at Orangeburg-Calhoun Technical College and the four-year program at South Carolina State University-are proving their quality. The problem lies in the fact there just aren't enough of them to meet the demand.
Click on the link below to read article...
http://www.individual.com/story.php?story=92463830
AAMC Reports Growing Physician Shortage
A new report from the Association of American Medical Colleges says the United States is likely to face a shortfall of 124,000 physicians by 2025.
Click on the link below to read article...
http://www.healthcarefinancenews.com/story.cms?id=8991
Students Watch How Hospital Nurses Work
Five students from Everglades High School's allied health science program, taught by registered nurse Sheron Favata, followed five nurses through daily work duties that changed second by second in a literal heartbeat.
Click on the link below to read article...
http://www.miamiherald.com/news/broward/miramar/story/781345.html
NAS Insights provides customized market, media, demographic and other recruitment communications information as part of our service to our clients. Visit us at http://nasrecruitment.com/talenttips/nasInsights.html.
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