Talent Talk Blog | NAS Recruitment Innovation (8)

The Power of Analytics: Finding Your Measure of Good

Topics: recruitment analytics, recruitment strategies, analytics

Posted by Ashley Kauffman on Oct 28, 2019 10:36:14 AM

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When it comes to recruitment marketing analytics, many organizations remain narrowly focused on an increase in numbers. However, the most useful analytics tell the story of the candidate journey with an acute focus on the why behind the what.

At NAS Recruitment Innovation, we believe that analytics need to be interpreted with your holistic recruitment strategy in mind. While the ultimate measure of good is, invariably, the hire, analytics will help you determine which sources are working to achieve your recruitment goals, which are not, and when it’s time to shift strategy. So, where do you start? With the general analytics framework:

Key Performance Indicators (KPIs)

Unique visitors
Job views
Apply starts
Completed applies
Hires

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HR Tech 2019: The Highlight Reel

Topics: recruitment strategy, AI, HR Tech

Posted by NAS on Oct 10, 2019 12:01:41 PM

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Once again, several members of the NAS team attended the HR Technology Conference & Exposition last week in Las Vegas. We saw lots of familiar faces, met many new people and learned a ton. Here are some of the highlights:

Keynote Address
The keynote address was delivered by Barbara Corcoran, investor and judge on ABC’s Shark Tank, who shared her secrets for success in a highly charged, very personal narrative of her storied career. She shared her five key lessons on building a successful business, which namely involves focusing on the power of your brand. Corcoran was able to build a brand from essentially nothing by pushing boundaries on advertising, thinking outside of the box, keeping employee satisfaction a priority and positioning her business (purposefully or by mistake) as the elite – and it paid off when she sold her company, The Corcoran Group, for an astounding $66 million.

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NAS Lights the Night for The Leukemia & Lymphoma Society

Posted by Megan Zelch on Oct 7, 2019 2:37:42 PM

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On Sunday, October 6, John Carreon, Robin Carreon, Erin Duffy, Debbie Hayes and I walked in the Light the Night Walk. What an amazing experience it was!

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John Carreon, Robin Carreon, Erin Duffy, Debbie Hayes and Megan Zelch

Sponsored by The Leukemia & Lymphoma Society, the event brought several thousand people out to support the cause. There were booths, a food tent and food trucks set up around Wade Oval that we could visit. The ceremony started at 7:15 pm, as we heard stories from survivors and others. As those stories were told, the different groups lit their lanterns and raised them in the air.

First were the yellow lanterns for those who had lost someone. They were followed by the white lanterns for the survivors. Last were the red lanterns, for the supporters. We then all came together raising our lanterns to light up the night. We started the walk at Wade Oval in Cleveland and walked one mile around University Circle. The walk was followed by fireworks to close out the event.

As a team, NAS raised a total of $1,090 for the Leukemia & Lymphoma Society. We look forward to walking again next year!

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Adopting Best Practices in Recruiting: Learning from LongHorn

Topics: Social Media, recruitment marketing, AI, high volume recruiting

Posted by NAS on Oct 2, 2019 9:49:23 AM

Q&A with Scott Williams, PHR, Director of Talent Acquisition, LongHorn Steakhouse, Part Two

Last week, we discussed high-volume recruiting, new store openings and programmatic advertising with Scott Williams, Director of Talent Acquisition for LongHorn Steakhouse. In part two of our interview, Scott takes us through his philosophies on candidate engagement, social media strategies and AI for recruiting.

You implement a feed that brings in social media posts from employees. Tell us about that and why you feel it is important. How do you engage your employees to act as Brand Ambassadors?

We know that the culture is alive and well at LongHorn Steakhouse, and our goal is to promote it in a transparent and authentic way. It’s not a lofty ideal; it is the expectation of your audience now. We have a lot of people that might be here looking for a job. Pulling in social media posts helps to “connect the dots” for potential employees. It helps to remove that potential resistance while profiling our culture in a genuine, honest way. Everyone loves to see their name up in lights. We have our own social tag, @WEARELONGHORN, and we encourage our employees to engage at every opportunity. After all, our people are the face of LongHorn.

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High-Volume Recruiting: Learning from LongHorn

Topics: career sites, recruitment marketing, recruitment strategies, high volume recruiting

Posted by NAS on Sep 25, 2019 5:29:19 PM

Q&A with Scott Williams, PHR, Director of Talent Acquisition, LongHorn Steakhouse, Part One

As one of the nation’s premier casual dining restaurants, LongHorn Steakhouse hires 60 – 80 part-time and full-time team members per restaurant. With more than 500 locations across North America, LongHorn is an industry leader in high-volume recruiting. So, how do they manage such a seemingly daunting task? We spoke with Scott Williams, Director of Talent Acquisition for LongHorn Steakhouse, to learn how a popular steakhouse chain manages the unique challenges of high-volume recruiting in a highly competitive industry. Here’s part one of our interview.

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NAS TALENT TALK

The Power of Analytics: Finding Your Measure of Good

HR Tech 2019: The Highlight Reel

NAS Lights the Night for The Leukemia & Lymphoma Society

High-Volume Recruiting: Learning from LongHorn

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