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Recruiting Brief

It's time to put yourself in their place.

Topics: career sites, recruitment marketing, talent pipeline, employment branding, candidate experience, recruitment strategies

Posted by NAS on May 16, 2017 10:00:00 AM

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I’m sure you’ve heard the phrase Think Like a Candidate many times. You’ve probably even gone through the process in some areas of your organization and made adjustments. But have you taken a holistic look at the entire candidate journey from first search to first day on the job?

NAS has put together a free e-book to help you understand what candidates expect so you can measure how well you are delivering. We’ll take you through the entire candidate experience, providing insight into how job seekers act and how to better meet their needs, as well as tips to help you improve results for your organization. You’ll learn:

  • How candidates start their search and how you can be visible
  • What they expect from your career site
  • How to improve the application and interview process
  • Ways to make onboarding and retention more effective

Download this free and insightful e-book from NAS Recruitment Innovation today!

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3 New Year’s Resolutions for Every HR Professional

Topics: media services, career sites, candidate experience, recruitment strategy, analytics

Posted by Jennifer Henley on Jan 5, 2017 9:00:00 AM

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Every year, we all resolve to make changes. We keep some resolutions, while others fall by the wayside. I believe that the more practical the resolution, the greater chance we have of keeping it. Here are the three simple and reasonable resolutions that every talent acquisition professional should make in 2017.

Resolution #1: Make the candidate experience a priority

Everyone talks about the candidate experience. No doubt it is on your agenda, but have you actually taken a hard look at the actual experience you offer candidates? I suggest that you start by pretending to be a candidate. Search for a job that you offer, and see whether your company appears. Follow the candidate’s path through to your career site. Consider it through the eyes of a job seeker:

  • Is there a visually appealing employment brand that communicates who you are and what you offer?
  • What relevant career-related content are you providing? Does it answer the questions of a typical candidate, including “What’s in it for me?” (Here’s a site we created that does just that.)
  • Is it easy to navigate and find a job?
  • How difficult is the application process?
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The Challenges of Multi-location Recruiting: A “Quick Chat” with William Poynter of HealthSouth

Topics: talent pipeline, candidate experience, location recruiting, recruitment strategies

Posted by Nancy Caputo on Aug 25, 2016 9:00:00 AM

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HealthSouth is one of the nation’s largest providers of post-acute healthcare, offering both facility- and home-based post-acute services in 34 states and Puerto Rico through its network of inpatient rehabilitation hospitals, home health agencies and hospices.   

If anyone has firsthand experience recruiting for multiple locations, it would certainly be William Poynter, vice president of talent acquisition for HealthSouth Corporation. William began working for HealthSouth in 2009 in the role of director of talent acquisition. His recruitment experience dates back to 1990, and he has specialized in healthcare recruiting for 12 years.

What are your overall recruitment challenges?

Our recruitment objectives vary, but healthcare recruiting, in general, is challenging. The most demanding aspect is recruiting the volume of healthcare professionals in nursing and therapy. We use all tools available to us to reach that population.

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Is your career site lost in cyberspace?

Topics: career sites, SEO, candidate experience

Posted by Matt Adam on Jun 30, 2016 9:00:00 AM

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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.

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