Jennifer Henley, PHR & SHRM-CP

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

Building your talent pipeline

Topics: recruitment marketing, talent pipeline, text message recruiting

Posted by Jennifer Henley, PHR & SHRM-CP on Mar 25, 2021 10:22:49 AM

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As every one of us involved in recruitment marketing and talent acquisition knows, it all starts with TALENT. Getting the right people on board is a complex and ongoing challenge. Therefore, building a pipeline of candidates goes a long way toward helping you reach your goals. In this post, we’ll talk about why you need a talent pipeline strategy, what the advantages are and how you go about building and engaging candidates who have opted into your pipeline

1. What is a talent pipeline?

You’ve probably seen the following stat:
Only 25% of the workforce is actively looking at any given time, but 85% is willing to talk.

And you probably know that you need to reach out to both active and passive candidates if you are going to meet your hiring goals. After all, there is a pretty huge number of passive candidates that you could convert into applicants with the right messaging and nurturing. That’s why it is key to build your talent pipeline.

A talent pipeline is a collection of candidates that are engaged and can be easily contacted when relevant roles become available. They could include any of the following:

  • Candidates that your team has sourced
  • Leads from careers fairs or events
  • Unsuccessful applicants that you’d like to re-engage
  • People who signed up for your Talent Network
  • Individuals from diversity initiatives, executive or corporate searches
  • Job seekers who visited your site but left without taking action
  • Candidates who were referred by current employees
  • Current employees who may be ready for a promotion
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Need to hire now? Here’s what you need to know.

Topics: hiring events, high volume recruiting, temporary hiring

Posted by Jennifer Henley, PHR & SHRM-CP 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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Handy Hacks for High-Volume Recruiting

Topics: mobile recruiting, employment branding, recruitment strategy

Posted by Jennifer Henley, PHR & SHRM-CP 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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Gain the Power of Programmatic Advertising with NAS MediaPro

Topics: media services, programmatic advertising

Posted by Jennifer Henley, PHR & SHRM-CP on Jan 9, 2018 9:00:00 AM

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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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