National Nurses Week is fast approaching (May 6-12, 2017). We asked the team at NAS for their input on creative ways our healthcare clients are recognizing their nurses. While a general “Thank You” ad is always appreciated, you might want to take your recognition even further.
So we compiled a quick “Top Ten” list as a reference guide for you to consider when you want to add a personal touch to your RN appreciation efforts.
Topics: Social Media, recruitment marketing, talent pipeline, candidate experience, recruitment videos, recruitment strategies
In order to win the war on talent, smart companies are focusing far beyond the “post-and-wait” game. Although an important component in candidate sourcing strategy, it is but one piece of a complex puzzle—with moving parts. Today’s savvy recruiter understands the need to develop, deploy and cultivate a proactive, long-term strategy in attracting both active and passive candidates.
In fact, progressive organizations view recruiting as an ongoing process that is inextricably linked to their company culture. The lone recruiter or HR rep has been replaced with Talent Acquisition teams who are busy creating Talent Networks, developing branding and disseminating employer messaging across many channels and platforms in order to connect with increasingly sophisticated audiences.
Topics: recruitment strategy, recruitment budgeting, boomerang recruiting
Nearly 70% of U.S. employees have either returned to work for a previous employer or are open to being a “boomerang” employee at some point in the future. In our last blog post, we discussed why companies should embrace boomerangs – employees who leave a company voluntarily only to be rehired. This week, we’ll cover some of the strategies you can use to catch those boomerangs – and keep them. Let’s get started.
Keep a database of people who leave in good standing. Similar to your Talent Network, place exiting employees’ contact information in a database for ongoing sharing of company news and new opportunities. You already have this information; use it to maintain the communication channel and demonstrate that your former employee’s contribution was valued.
Topics: recruitment marketing, recruitment strategies, boomerang recruiting
Just two months in, and the 2017 labor economy is already presenting a unique challenge to both employers and recruiters:
If only there were a candidate who already knows your business and could hit the ground running. Fortunately, there is. Enter the new age of the boomerang employee.
Do you have friends who only reach out when they need something? That’s not how healthy relationships work. The same holds true in recruitment marketing. If you only reach out to job seekers when you have an open position and are silent at all other times, you’re not building a strong relationship with candidates – the kind that will benefit both of you in the long run.
Building a steady applicant flow and continually showcasing your employment proposition is something that more and more talent acquisition professionals are embracing. It takes a change of mentality and a commitment to shifting some resources from reactive, tactical approaches to a long-term strategy that is not focused on specific job requisitions.
Here are three concepts to help you grasp this effective approach to recruitment marketing.
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