Need to hire now? Here’s what you need to know.

Topics: hiring events, high volume recruiting, temporary hiring

Posted by Jennifer Henley on Mar 25, 2020 3:27:33 PM

tips for temporary hiring

As we navigate a “new normal” in the wake of COVID-19, many industries have transitioned to remote work (NAS among them). While many businesses are staffing down due to emergency shutdown directives, others have shifted to temp-hiring-emergency mode. If you’re one of the essential industries, like healthcare, grocery, retail or supply chain, that needs to attract temporary talent quickly, you need to be visible and get the word out to potential candidates.

Here are a few ideas on how to recruit those individuals who may have just been laid off and are receptive to temporary work.

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A Message from our CEO on COVID-19

Posted by NAS on Mar 19, 2020 1:10:12 PM

a message from our CEO

We are all in this together.

I have always tried to remind our NAS Team that we are at our best when we work together to serve our clients and help each other.  Never has this been more true than now. In fact, it takes on a more urgent, community-wide and nation-wide meaning.

Our new parent company, M3 USA, has done a great job of keeping us up to speed with the fast moving pronouncements on the state and national level. Most of us are working from home, and we are totally equipped to serve all of our clients in this manner. We are doing our best to stay well by following all advisories.

To our clients and partners – we are here to support you. We will stay engaged with you to handle all of your recruiting needs with the same level of service and urgency that you have always relied on us to provide. To our prospects and followers – we’ll continue to offer insights and ideas to help you in these challenging times, and we’re happy to engage with you if you need us.

We’ve weathered the storms of 9/11 and the Great Recession and learned what works, and doesn’t work, in a crisis situation. We are here to help you, whether it’s crafting and executing a strategy or just to be your partner and friend.

Thank you for your business and thank you for your trust. We are all in this together.

Phil Ridolfi, CEO

NAS Recruitment Innovation

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M3 USA acquires NAS Recruitment Innovation

Topics: NAS

Posted by NAS on Mar 3, 2020 10:25:10 AM


Cleveland, OH, March 3, 2020– M3 USA, a leader in healthcare solutions for hospitals, health systems and physicians, has acquired NAS Recruitment Innovation, a national recruitment advertising firm specializing in branding, technology and media strategies for employers across a wide variety of industries, with a strong focus on hospital systems.

“We are excited to announce the acquisition of a leading digital recruitment advertising firm as a complement to our business portfolio,” states Aki Tomaru, CEO of M3 USA. “The robust recruitment experience provided by NAS will advance our offerings in the digital recruitment space for our healthcare clients. The quality, value and scope of the services NAS provides will enhance the M3 USA’s mission of bringing positive changes to healthcare.”

NAS Recruitment Innovation empowers clients to attract and engage quality talent with a strategic blend of targeted technology and expertise. Serving every major market across the U.S. and Canada, they are consultative experts with proven leadership in technology solutions, media buying and creative services. Their technology platform, ACTIVATE™, enhances candidate engagement, maximizes SEO and offers robust analytics.

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Does the data in your ATS have “the right stuff?”

Topics: HR tools, talent pipeline, ATS

Posted by Eric Brill on Feb 13, 2020 11:51:09 AM


If you’ve heard it once, you’ve heard it a thousand times: for recruitment success, you need to optimize the candidate experience. But have you ever considered how the data in your ATS can positively or negatively impact the job-search experience? You can make a few relatively easy adjustments to ensure job seekers get what they want and need.

Job categorization
The job categorization in your ATS needs to be candidate-centric. Some organizations categorize in a way that fits the internal needs of their hiring or charge-back process and not the needs of job seekers.

  • Don’t make your categorization overly complex; it needs to represent the way your candidates are most likely to search.
  • Employ job families, then sub-categories to help candidates drill down.
  • Find the right balance: you can err in making categories too broad or too specific.

Think like a candidate. Your ATS job categorization should not be self-serving, but rather candidate-serving.

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