Lisa B. Radloff

Since joining NAS in 1998, Lisa has used her strong conceptual skills, sharp ear for dialogue and keen understanding of candidate behavior to produce concepts and copy for print, radio, television and online media for a vast range of clients across many industries.

Recent Posts

Recruitment Fraud: How to Protect Your Brand

Topics: recruitment fraud

Posted by Lisa B. Radloff on Jan 28, 2020 4:33:26 PM

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Long gone are the days when a candidate could make a phone call to talk to a recruiter as a first point of contact or (can you imagine?) show up unannounced at the business location to apply for an advertised opening.

From entry-level to executive roles, the job search is now conducted online and the application process has morphed into a major time saver for candidates and recruiters alike. Still, it ain’t all sunshine and rainbows: with digital expedience comes elevated risk for both job seekers and employers. How? Let’s start by defining the two-headed beast making its way into the recruitment landscape:

What is Recruitment Fraud?
Recruitment fraud is an intricate, intentional scam devised by impostors posing as recruiters or representatives of a company or business, promoting fake job opportunities to job seekers. The scam is conducted through online communication, oftentimes involving fake websites and spoofed emails cleverly designed to fool its intended recipient: the job seeker. Fraudulent tactics generally involve:

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Key Tips for a Better Candidate Experience

Topics: candidate experience, recruitment strategies, interviewing

Posted by Lisa B. Radloff on Sep 5, 2019 12:56:28 PM

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In the world of recruitment marketing, the phrase “Think Like a Candidate” is quite familiar. As a forward-thinking organization, you’ve likely assessed procedures in some areas of your hiring process and made adjustments. But have you taken a holistic look at the candidate journey?

In HR recruitment, it is vital to understand what candidates expect—and to deliver on their expectations. Because if you don’t, another company certainly will. So, how can you improve the candidate experience? Let’s focus on the essential elements of the initial phase of the candidate experience.

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How to Optimize the Job Search Process on your Career Site

Topics: career sites, recruitment marketing, job search

Posted by Lisa B. Radloff on Aug 7, 2019 10:11:50 AM

Optimizing your job search

Forward-thinking organizations understand that the candidate experience is of paramount importance. It begins with creative, targeted career site content and ends – ideally – with the online application process. When job seekers reach your career site, their end goal is to search and apply for open jobs—and you need to have as intuitive and seamless a job search process as possible. So, how do you know if you’re following best practices in engaging with candidates at this level of interaction?

Do this: go to your company’s career site and view the experience through the eyes of a candidate; namely, ask yourself:

“Where is the job search button?”
You would be amazed how many career sites almost seem like they are deliberately trying to hide their Search Jobs functionality. It is crucial that a quick call-to-action is always visible. Anchor the Search Jobs feature in the main navigation of your career site and also place prominent buttons at the top and bottom of the page, particularly the job description page—the last step before candidates click on Apply Now.

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IT’S WHAT’S INSIDE THAT COUNTS: THE IMPORTANCE OF INTERNAL BRANDING

Topics: employment branding, recruitment strategy, employee retention, internal branding

Posted by Lisa B. Radloff on Jul 1, 2019 2:47:16 PM

The importance of internal branding

In the recruitment world, we’re often so externally focused that we overlook an equally important component of company identity: internal branding. Smart organizations realize that a company brand is only as strong as its alignment with internal branding. Building and maintaining a strong internal brand will resonate with outside audiences – your potential future hires – only when it mirrors external messaging and lives up to the promises being made to the public. So, how do you build an authentic internal brand?

Internal branding is a continuous process in place by which you ensure your employees understand the ‘who’ and ‘why’ behind your business proposition. Bloomberg

Your business doesn’t have “values;” the people within it do.
Like its namesake, internal branding cannot exist without employee advocacy, but don’t expect buy-in if corporate behavior and policy indicate otherwise. Are your company values merely a list of hollow buzzwords or phrases that no one believes in or cares about? If you want to create true values that define your business, the first place to start is with the very people you expect to promote and uphold them – your employees.

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