6 Tips for Hiring Top Entry-Level Talent

Topics: recruitment strategies, entry-level hiring

Posted by Maggie Lyall on Mar 7, 2019 9:00:00 AM

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In today’s competitive world of recruiting top talent, hiring entry-level employees is often a task that’s not assigned a high priority. Hiring managers know it’s something they have to do, but they don’t necessarily have a plan in place to attract and retain the best candidates. Here are 6 tips that will help you find the talent you need—and potentially make a stand-out hire that will stay with your company for many years to come.

1. First, sell candidates on what your company can do for them. While you’re busy assessing candidates’ skills, they’re looking at your company and imagining if they can see themselves as part of the team several years down the road. Do they agree with your company’s values and mission statement? Do you offer enough challenge, opportunity, and growth? Is it worth their investment as well as yours? Don’t just assume these new hires are only interested in staying with the company for a year until they learn the ropes; they may turn out to be valuable employees with fresh ideas and new ways of approaching your business.

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Candidate recruitment: the 411 on txt

Topics: text message recruiting, recruitment strategy

Posted by Lisa B. Radloff on Feb 21, 2019 9:00:00 AM

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In a recent Deloitte study, 89% of mobile users reported that they check their phones within the first hour of waking up, with 62% claiming to look at their phones within 15 minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns can also be leveraged as a powerful recruiting tool.

Numbers tell the story.

According to TextRecruit, recruiters using text messaging are achieving 99% open rates and 28% response rates, with average response time under 15 minutes. So, how do you craft your messaging and manage a text campaign? What are key rules and best practices associated with text message recruiting?

Optimal length. The Global System for Mobile Communications, which sets the standards
for the global mobile market, standardized 160 characters for the length of a text message across all carriers. However the ideal, industry-standard length for a recruitment text message is 100 characters or less. Here is a sample text recruiting message:

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Brevity. In text recruiting, concise content is king. This is not an online job posting or an email communication; your goal is to craft a brief message with basic facts, and always include a link for candidates to follow up. Text message links typically direct candidates to a landing page promoting an event, an RSVP portal or directly to your ATS to apply.

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Q&A with our Programmatic Power Players

Topics: programmatic advertising

Posted by NAS on Feb 7, 2019 9:00:00 AM

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Programmatic advertising has been one of the most talked-about areas of recruitment marketing in the past year. Our NAS MediaPro offering has been adopted by a large number of our clients, with great success, which gives us a lot of insight into the process, the progress and the performance of programmatic.

Jennifer Henley (Vice President of Client Services) and Chris Knott (Account Director) recently spoke with AppCast about some of the rewards and challenges of programmatic advertising as part of an e-book they are preparing. We decided to share some of the wide-ranging conversation on NAS Talent Talk.

How would you describe programmatic advertising to recruitment professionals?

Chris Knott: When I discuss programmatic with clients, the word that comes to mind is evolution. To me, it’s the evolution of the PPC media strategy to a programmatic media strategy. It’s the best way to manage an active candidate strategy, it’s what’s NOW and it will only continue to evolve.

Jennifer Henley: When I think of programmatic I think: simple and effective. Those are two keywords that come to mind for me. I know there’s a lot happening in the background and it’s technology-driven, but when I think about what it will do for you – it will simplify your process, and you will be more effective – the benefits are obvious and transparent.

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The lure of a great landing page

Topics: recruitment marketing, landing pages

Posted by Charles Kapec on Jan 24, 2019 9:00:00 AM

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It’s simple. Every successful recruitment marketing campaign needs a great landing page. Especially in the digital age, where you are often recruiting with a brief post, Google ad or even a text, you need to direct candidates to a landing page with specific and recognizable content. Some media (like Google) will even measure your campaigns by how relevant the landing page is to your message.

When we are setting up a recruitment marketing campaign for a client and we’re asked to direct candidates to a job posting, an ATS landing page or a career site home page, NAS will suggest developing a landing page. While general destinations may be fine for awareness campaigns, they are not ideal for targeting candidates in specific disciplines, promoting an event or hiring for a location – the most frequent “asks.”

Here are some handy rules to guide you in creating an effective landing page. (Or you could ask your agency, like NAS, to do it for you!)

Know your purpose

The campaign you are running determines the content on the landing page. Are you promoting a hiring event for nurses? Are you hiring for manufacturing employees at a specific location? Are you targeting pharmacy techs for multiple locations? Think about your goal, then put yourself in the candidate’s place and decide what you would want to know before taking action. That’s the starting point for your page.

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Handy Hacks for High-Volume Recruiting

Topics: mobile recruiting, employment branding, recruitment strategy

Posted by Jennifer Henley on Jan 10, 2019 9:00:00 AM

For most organizations, recruiting top talent is no piece of cake, but for the high-volume recruiters, it’s even more daunting. Consider that the average job posting garners 50 applicants, while in high-volume recruitment, job postings draw 250 applicants (source: Jobvite). What resources can you use to give you a leg up on your substantial task? We have a few insights to share:

Leverage your brand

“Your brand is the single most important investment you can make in your business.” (Steve Forbes) The same holds true when it comes to your investment in recruitment branding.

  • Promote your employment brand, relentlessly on all communications, including social: Glassdoor, LinkedIn, Facebook, Instagram, Twitter, etc. Share both personal and professional experiences. It’s what connects us to our world.
  • Give people a reason to connect with your employment brand through all of your media channels—and they’ll share your organic, clever content with their friends and colleagues.
  • Be sure to promote your organization’s unique employment value proposition at every touchpoint with consistency in style, tone and messaging.
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