Don’t Lose Them At Your Career Site

Topics: career sites, candidate experience

Posted by Lisa B. Radloff on Oct 4, 2018 9:00:00 AM

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Your career site is the first place candidates go when their interest is piqued, and it’s the hub for getting candidates into your recruitment pipeline. And yet, many organizations still take a “set it and forget it” approach to their career site.

Is your career site working to keep candidates engaged while moving them into your recruitment process? While there are many ways to make your career site a great candidate attraction platform, there are also key best practices to follow. If you are experiencing candidate drop-off, consider the following tried-and-true tactics:

1. Promote your culture front and center
Culture, mission and values resonate with candidates, particularly those who are not yet fully active in their job search. Passive candidates who are just beginning to look around will be swayed to another organization if they feel a better culture fit.

Your own employees are your greatest ambassadors. Let them shine on your career site and allow them to “tell your story” in a unique and compelling way. Create a bank of testimonials and refresh them on a regular basis. Develop videos as your budget allows and give them a prominent place on the page.

2. Make your jobs easily searchable
Most candidates want to see what jobs are available before they do anything else on your site. Readily available, easy-to-navigate job search functionality is a core component of high-performing career sites. It allows candidates to quickly find jobs that are most relevant to them, based on search criteria of their choosing. 

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Highlights from HR Tech 2018

Posted by NAS on Sep 20, 2018 9:00:00 AM

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Several members of the NAS team attended HR Tech last week. We learned a lot, met with plenty of great people and had some fun, too (hey, it was in Vegas).

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This year’s HR Tech was seven football fields in length – and that was just exhibitors! From booth to booth, everyone offered something a bit unique, however one common thread was how the industry is shifting to a candidate experience-centric model. Here are some of our highlights:

Keynote Address
The keynote address was delivered by Mike Rowe, who discussed the need for more awareness of and emphasis on trade jobs in our economy, vs. the typical focus on degreed professionals. These so-called “dirty jobs” are often unfilled because everyone is encouraged to pursue college degrees. His Foundation started the Profoundly Disconnected® campaign to offer scholarships to help fill the skills gap needed to staff these roles.

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Let's talk tech in Vegas!

Posted by NAS on Sep 5, 2018 9:00:00 AM

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As the industry’s leading independent event for 20+ years, HR Tech has been a top-priority, must-attend venue that showcases a holistic view of the HR technology market. HR Tech is attended by foremost industry experts, software vendors, thought leaders from major and emerging HR consultancies and every vital HR professional who values unique industry insight.

Join Phil Ridolfi, Matt Adam, Cricket Agneberg, Jason Rellick and Jason Weinhaus from NAS as they descend upon Vegas for this year’s event:

HR Technology® Conference & Exposition
Featuring: Women in HR Technology™
September 11 - 14, 2018
The Venetian® | Las Vegas

  • NAS will be in booth #218 during exhibit hours September 11-14
  • Stop by and say hello! We’ll be on hand to talk shop and discuss emerging new technologies in HR
  • Be sure to register for a $100 gift card! (winner need not be present to claim prize)
  • The event is fast approaching, but you can still register for HR Tech and save $30

We’ll see you in Vegas…at HR Tech 2018!

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Recruitment marketing perennials that still get results

Topics: recruitment strategy, traditional media, employee referral programs

Posted by Tracy O'Neal on Aug 30, 2018 9:00:00 AM

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From programmatic, PPC and social media to the latest developments in artificial intelligence (AI), the job search has come a long way. Yet there are many aspects of recruitment which haven’t changed over the years, and for good reason: because they still work. Here, we take a look at 5 tried-and-true perennial strategies that our clients continue to successfully use in their recruitment efforts.

Print
Print media, such as newspaper, can still be effective for companies with a small number of job openings, as well as those looking to launch a massive hiring initiative (for example, a new Call Center needing to hire hundreds of people). Some audiences still prefer print, and candidates for certain job types (entry-level manufacturing, service industries) may be more easily reached through local newspapers. And for some industries, trade publications are still a good way to promote an employer brand. Additional advantages include:

  • Laundry-listing. Whereas online job search is generally restricted to defined search parameters, print facilitates the opportunity to advertise positions across disciplines. For example, if your company has openings across several job disciplines, you can run one print ad for openings in all areas. In the online job posting format, advertised jobs are generally tied to individual job requisitions in an ATS.
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