The top blog posts of 2018...so far

Topics: media services, employment branding, recruitment strategy, boomerang recruiting, programmatic advertising, employee retention

Posted by NAS on Jul 19, 2018 9:00:00 AM

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At NAS Recruitment Innovation, we hope you’re experiencing great success with your talent acquisition efforts for 2018. It’s a job-seeker’s market and the recruiting challenge is real. There is much to consider – leveraging social media, creating engaging, results-producing career sites, showcasing your organization in the best possible light, providing an exceptional candidate experience and ensuring the best return on your recruitment investment.

Attracting top candidates is no easy task, and that’s why it’s important to stay ahead of the curve in your recruitment strategies—because your competitors certainly are. As we welcome summer and bid adieu to the first half of the year (I know! We’re amazed, too.), we thought you might enjoy a review of our top blog posts of 2018.

3 Common Mistakes in Media Buying
The 5 Rs of Employee Retention
When Employment Brands Go Astray

And while you're here, feel free to check our our e-books!

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The Five Rs of Employee Retention

Topics: boomerang recruiting, employee retention

Posted by Lori Vrcan on May 31, 2018 9:00:00 AM

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In a perfect world, employee turnover would not be a problem. But as HR professionals can attest, the world is far from perfect. Turnover is expensive, hurts organizational growth and can negatively impact overall company performance. Although turnover is inevitable, it can be controlled – and that control is especially important when it comes to high-performing associates who are looking for greener pastures. That’s where the five Rs come in. A simple retention strategy? Perhaps. But when executed effectively, it can be a lifesaver.

Respect
You’ve heard it many times before: Treat others as you wish to be treated. And who among us does not want to be treated with respect? Respecting others means showing courtesy, kindness and empathy; listening, not just hearing, to what others have to say; appreciating each individual’s unique skills and talents; and enabling associates’ ideas to take root and grow as policy and procedure improvements.

What indicates disrespect? Making major changes without getting input from those who will be impacted, as well as berating associates, especially in front of co-workers (and yes, there is a big difference between constructive criticism and berating). It’s important for organizations to take stock of managers’ and employees’ interpersonal and communication skills. These soft skills can be culture builders or culture killers.

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