Open House hiring events have long proven to be an effective option for recruiting. The goal of an Open House is to provide a memorable, productive candidate experience. They allow you to tell your story in person and make a real connection with candidates. It all begins with strategy. What are your goals? What is your budget? Which marketing channels are you using to promote the event?
I met with dozens of HR professionals at the recent NAHCR conference in Las Vegas, and the message was consistent: “I’m worried about nurse recruiting.” As our conversations continued, I found that these individuals have serious concerns, but are also committed to finding proactive solutions to attract, hire and retain the best talent for their organizations.
What keeps them awake
In a word: nurses. There is a real sense that we are at the epicenter of a nursing shortage, and the talent acquisition community is concerned. During the recession in 2008, many nurses did not feel ready to retire due to economic concerns. They held on – but, now that things are better, they are ready to go.
Topics: recruitment marketing, traditional media, recruitment strategies
Although online media tends to dominate the recruitment landscape today, there are situations where conventional media, such as print, direct mail and radio, are viable, effective options. These channels can also serve as a conduit to your digital media and online presence – all designed to drive candidates to take specific action. Here are a few examples of traditional media, and why they still work:
Print is not dead.
Print media is an effective option for organizations with a small number of job openings, as well as those looking to launch a massive hiring initiative (for example, a new Call Center needing to hire hundreds of people). Some audiences still prefer print. Candidates for some job types (manufacturing, service industries) may be more easily reached through local newspapers. And some hard-to-reach candidates (scientific disciplines) may read industry-specific journals.
Connecting to top candidates is the key to recruitment success. But what if your ideal candidate can’t find their way to your career site? What are some of the ways you can reach out and engage the talented professionals you need to keep your organization strong and growing? Let’s cover the basics:
You have to use a multimedia approach to reach great candidates.
Gone are the days when you could advertise in one media and find all the candidates you were looking for. Today the media world is extremely fragmented and only getting more so. Targeted media falls into two main buckets…it is either offline media (like newspapers, trade journals, direct mail, radio, billboards, transit advertising, etc.) or online media (such as job boards, banner ads, e-blasts, social networking sites, virtual worlds, you name it). The correct mix is determined by your budget, the target market, the number of people you need to fill and the geographic locations of the jobs.
As a firm believer in the primacy of the candidate experience, NAS Recruitment Innovation is always interested in the facts, data and trends within our industry. Our new infographic offers insight into an important topic: employee engagement and retention. We've assembled a variety of information from trusted industry sources that can help you better understand why employees leave, and what builds better relationships and more satisfying work experiences.
In this infographic, you'll learn about:
This is just the latest in a series of infographics we've created. Download a free e-book with all of our recruitment marketing infographics, including topics such as mobile recruiting, Google's role in recruiting and the candidate experience.
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