The advice that HR professionals are thankful for

Topics: HR tools, candidate experience, recruitment analytics

Posted by NAS on Nov 20, 2017 4:00:00 PM

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In honor of Thanksgiving, the NAS team asked our clients a simple question:

What advice about recruiting are you most thankful for having received? 

Here is what they had to say… 

The advice I received that I am most thankful for is to truly not “sweat the small stuff!” You can plan visits down the last detail, only to have them derail completely, for example, while the physician is visiting. You do your best to get the visit back on track and then move on. It’s that simple. No need to dwell on what didn’t happen, just focus on what happens next!

Angela K. (Kallenbach) Gunther, MBA, PHR
Senior Faculty & Executive Recruitment Administrator
Roswell Park Cancer Institute
Angela on LinkedIn

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How smart companies are benefiting from analytics

Topics: recruitment analytics, analytics

Posted by Sean Bain on Oct 5, 2017 9:01:00 AM

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The numbers don’t lie.

In the dynamic world of analytics, strategies abound: pay-per-click, programmatic media, Facebook promoted posts, social media campaigns, e-blasts, online job postings, event landing pages, your own career site performance…Here’s the thing: unless you can track results of your efforts with unbiased analytics, how can you possibly determine and validate the effectiveness of your HR recruitment spend? How do you know if you need to revise your approach and try other tactics?

Analytics help you to understand candidate behavior and allow for more refined strategies that yield better results. Although employer branding and the candidate experience will always be paramount, smart companies are also adopting a data-centric approach to how prospective candidates engage with job advertising.

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3 Must-Haves for your 2017 Recruitment Budget

Topics: employment branding, recruitment analytics, recruitment strategy, recruitment budgeting

Posted by Jennifer Henley on Sep 1, 2016 9:00:00 AM

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Let’s face the reality: when it comes to HR budgets, companies are increasingly in the position of having to do more with less. Budgets are thinner, and you have to be smarter in how to allocate your recruitment spend. This is the time of year when many HR professionals are budgeting for the next year and I’d like to give you some ideas on how best to approach the process.

So, where do you start?

Start by looking at the current year and your results. What has been working for you – and what has not? If you’ve had less-than-impressive results, what needs to change? The best approach is to have a discovery session to conduct a thorough review of past efforts, successes and/or anticipated needs in order to effectively allocate your annual budget.

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The 2 most important analytics for HR professionals

Topics: analytics, recruitment analytics

Posted by Brenda Silver on Aug 11, 2016 9:00:00 AM

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One of the hot-button topics in talent acquisition is the desire for analytics. HR leaders know that real data can help them make informed decisions, and that it will give them the support they need when building a budget, justifying their spend and determining how to create content for their site. There are two basic types of analytics that every HR professional needs to consider:

1. Tracking candidates from source to hire

Imagine being able to understand where the individuals who actually get hired by your organization are coming from. It’s the only way to really know what media is performing and where you should put your dollars. This is, by far, the most powerful metric available to you. When we bring up this topic, these are the responses we often hear:

“We don’t track this information at all.”

Then, you have no idea, aside from anecdotal evidence, where to spend your budget to get the best results. You are essentially making your media selection in a vacuum. Often, what you think is working the best is not. Analytics will open your eyes and allow you to make the right decisions. You might end up saving money that you can reallocate to other important efforts.

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