Laura Turlington

As a Media Account Director with NAS Recruitment Innovation, Laura works closely with clients across several industries to help them recruit A-level talent throughout the nation. With eight years of industry experience she seeks to achieve success and exceed client expectations. She grew up as an Army child and is now Army spouse, giving her a special insight into the military which she leverages to help clients understand military recruitment.

Recent Posts

Get the message: it’s a new age of candidate recruiting

Topics: mobile recruiting, text message recruiting

Posted by Laura Turlington on Aug 4, 2016 9:00:00 AM


In a recent Deloitte study, 78% of mobile users reported that they check their phones within the first hour of waking up, with most claiming to look at their phones within five minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns are now becoming a powerful recruiting option. 

The numbers are impressive.

According to, text message recruiting reports an astounding 97% average open rate and 30% average response rate within the first hour. In a recent campaign, an NAS client, needing to hire for many openings at a Call Center, logged 300 responses in just three hours.

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How to attract transitioning military

Topics: military hiring

Posted by Laura Turlington on Jan 14, 2016 4:38:00 PM

Attracting transitioning military can seem like unknown territory. They’re a different type of candidate that require a different type of recruitment strategy.


The current active duty population is over 1.4 million people. Veterans make up over 21 million of the US population. With 10,000 baby boomers exiting the workforce daily, Veterans represent one of the single largest pools of talent that have the skills that are in high demand across all industries. That veteran pool is ever-increasing. It is estimated that in 2015, 300,000 service members will transition out of the military. Of the current 4 million job openings, close to half of these jobs match skills that service members possess.

So as an employer, how do you attract these candidates?

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