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

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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Five ways to re-energize your Employee Referral Program

Topics: employee referral programs

Posted by Lisa B. Radloff on Nov 30, 2017 9:00:00 AM

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It has long been established that employee referral programs are one of the most successful and cost-effective methods of recruiting employees. Who better than your own employees understand your culture and know others who might be a perfect fit for your organization? For those reasons alone, it’s important to keep your employee referral program robust. How?

Create a constant presence
Is your employee referral program tucked away somewhere in your intranet? Do you promote your program frequently? Do you use multiple media to get the message out? If not, consider:

  • Having regular touchpoints with employees, including emails that encourage participation, thank employees for referrals, and announce successful efforts by congratulating employees for directing you to a new hire.
  • Using traditional methods, such as posters, table tents and referral cards.
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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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TRENDS IN CAMPUS RECRUITING 2017: A CHAT WITH JOSHUA TUNISON OF COLLEGE RECRUITER

Topics: campus recruiting, college recruiting, on-campus events

Posted by Lisa B. Radloff on Jun 22, 2017 9:00:00 AM

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When it comes to campus recruiting, one of the most knowledgeable professionals in the field is Joshua Tunison, National Sales Manager at College Recruiter. College Recruiter is the leading job search site used by students and recent graduates. We had a recent talk with Tunison, who was kind enough to share his knowledge and insight on campus recruiting.

Are you seeing any emerging trends for campus recruiting this fall?

  • Most organizations have a need for applied tech skills but many recruiters have a poor understanding of what they really are and how to identify them. A candidate who is able to integrate people, processes, data and devices has applied tech skills.
  • Organizations continue to compete for candidates with soft skills (communication, problem solving, analytical skills, critical thinking), which can be the difference between a short-term and long-term employee.
  • In addition to skills-based hiring, recruiters will be looking closely for cultural fit within their organization, recognizing that they may have to invest in more skills training to get new employees up to speed.
  • Finally, employers who have a mobile-friendly job application process will see an increase in applications.
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