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

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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Don’t Lose Them At Your Career Site

Topics: career sites, candidate experience

Posted by Lisa B. Radloff on Oct 4, 2018 9:00:00 AM

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Your career site is the first place candidates go when their interest is piqued, and it’s the hub for getting candidates into your recruitment pipeline. And yet, many organizations still take a “set it and forget it” approach to their career site.

Is your career site working to keep candidates engaged while moving them into your recruitment process? While there are many ways to make your career site a great candidate attraction platform, there are also key best practices to follow. If you are experiencing candidate drop-off, consider the following tried-and-true tactics:

1. Promote your culture front and center
Culture, mission and values resonate with candidates, particularly those who are not yet fully active in their job search. Passive candidates who are just beginning to look around will be swayed to another organization if they feel a better culture fit.

Your own employees are your greatest ambassadors. Let them shine on your career site and allow them to “tell your story” in a unique and compelling way. Create a bank of testimonials and refresh them on a regular basis. Develop videos as your budget allows and give them a prominent place on the page.

2. Make your jobs easily searchable
Most candidates want to see what jobs are available before they do anything else on your site. Readily available, easy-to-navigate job search functionality is a core component of high-performing career sites. It allows candidates to quickly find jobs that are most relevant to them, based on search criteria of their choosing. 

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When Employment Brands Go Astray

Topics: employment branding

Posted by Lisa B. Radloff on May 22, 2018 9:00:00 AM

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Your employment brand is key to communicating what it is like to work for your company – and why candidates should join you. However, we often find that organizations let their brands stray from the original purpose. Here, we explore a few scenarios where employment brands can become disconnected from the reality of your employment proposition.

1. Not Telling Your Story
If you find that when you interview candidates they don’t really know who you are, what you do or what your organization is like as an employer, you need to create an employment brand to tell them.

Many companies use bland phrases, stock photos and clichéd copy on their career sites and marketing communications, failing to set themselves apart from competitors. Your employment brand should be personal to your organization, focusing on what sets you apart and why people would enjoy building an ongoing career with you.

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The 2 reasons you need job family pages on your career site

Topics: career sites

Posted by Lisa B. Radloff on Aug 31, 2017 9:00:00 AM

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When evaluating the content to include on a career site, NAS always finds out what job families (or career areas, to put it in another term) the client hires for most frequently. That way, we can make sure to include a designated page for that role – one that provides a wealth of specific information for candidates and also serves as a destination for targeted recruitment marketing efforts. Here are the key reasons you should consider job family pages:

1. It’s your opportunity to micro-target content to candidates.

Your career site defines the essence of your employer brand, and job family pages are the place to dig deep. The question you have to ask is, “Why would a candidate in this specific job want to work here?” The answer you deliver should define what, exactly, makes your version of this job different from other opportunities they may encounter. 

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