Jennifer Henley

Jennifer Henley is a trusted authority in recruitment solutions and consultative client services. She possesses the Professional in Human Resources (PHR) and SHRM-CP designations, is a proud member of MAHCR, NAHCR and SHRM, and is a featured speaker at HR communications industry conferences and events nationwide.

Recent Posts

Gain the Power of Programmatic Advertising with NAS MediaPro

Topics: programmatic advertising, media services

Posted by Jennifer Henley on Jan 9, 2018 9:00:00 AM

No doubt you’ve heard about programmatic advertising – and you may have even experimented with it. At NAS, we think 2018 will be the year when programmatic becomes an accepted standard in recruitment advertising. That’s why we’re introducing NAS MediaPro as our programmatic offering.

Programmatic Power
But first, a few basics. Programmatic media buying is the algorithmic purchase and sale of advertising space in real time. It involves the buying, placement and optimization of ads performed by software, rather than people. In short, programmatic means automated distribution of your recruitment spend to where it is most needed. It represents a proactive strategy and a new way of thinking that allows you to: 

  • Purchase online job ads in real-time, based on preset rules and targeted on a pay-per-click or pay-per-app basis
  • Optimize price per candidate by key metrics that you define
  • Spread budget allocation across target jobs
  • Stop wasting ad spend on non-converting jobs
  • Automate time-consuming manual bidding and reporting

Programmatic buying utilizes a distributed network of job-related sites to optimize efficient targeting and placement of your job ads. Rules-based buying reduces spend on poor performing vendors, easy-to-fill jobs, runaway jobs and bad conversion rates. 

 

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3 New Year’s Resolutions for Every HR Professional

Topics: analytics, career sites, media services, candidate experience, recruitment strategy

Posted by Jennifer Henley on Jan 5, 2017 9:00:00 AM

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Every year, we all resolve to make changes. We keep some resolutions, while others fall by the wayside. I believe that the more practical the resolution, the greater chance we have of keeping it. Here are the three simple and reasonable resolutions that every talent acquisition professional should make in 2017.

Resolution #1: Make the candidate experience a priority

Everyone talks about the candidate experience. No doubt it is on your agenda, but have you actually taken a hard look at the actual experience you offer candidates? I suggest that you start by pretending to be a candidate. Search for a job that you offer, and see whether your company appears. Follow the candidate’s path through to your career site. Consider it through the eyes of a job seeker:

  • Is there a visually appealing employment brand that communicates who you are and what you offer?
  • What relevant career-related content are you providing? Does it answer the questions of a typical candidate, including “What’s in it for me?” (Here’s a site we created that does just that.)
  • Is it easy to navigate and find a job?
  • How difficult is the application process?
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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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Are you winning in the recruitment game?

Posted by Jennifer Henley on Jun 16, 2016 9:00:00 AM

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What a difference a few years can make. From an employer-driven market, we have transitioned into a candidate-driven market. This power shift has occurred because unemployment has dropped and prospects now have multiple options. What does this mean for recruitment managers? It’s time to shift your perspective. What do candidates want, need and expect in the job marketplace and how can you meet those needs?

Recruitment has become like a game, and to beat the competition, you need to arm yourself with facts, figures and recruitment tools to come out on top.

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