Tracy O'Neal

A results-driven marketing specialist, Tracy has two decades of recruitment marketing experience managing major national accounts and providing an exceptional level of client service. Tracy’s considerable expertise in strategy includes the creation of highly effective recruitment and retention programs, as well as leading the development of award-winning employer brands, client blogs, social media campaigns, career websites and interactive content. Tracy holds a Bachelor’s degree in Marketing from Texas A&M University.

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Recruitment marketing perennials that still get results

Topics: employee referral programs, traditional media, recruitment strategy

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

Perennials_Header

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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