Talent Talk Blog | NAS Recruitment Innovation

Your Programmatic Playbook

Topics: recruitment marketing, programmatic advertising

Posted by Eric Sandler on Nov 9, 2020 9:00:00 AM

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For a few years now, we’ve been talking about the power of programmatic advertising and how it can transform your recruitment media spend in some pretty dramatic ways. But first, a quick refresher: programmatic media buying is the algorithmic purchase and sale of advertising space in real time. It involves the buying, placement and optimization of ads performed by software, rather than people. It is a proactive, targeted strategy that allows you to:

Purchase online job ads in real-time, based on preset rules and targeted on a pay-per-click or pay-per-apply basis
Optimize price per candidate by key metrics that you define
Spread budget allocation across targeted jobs
Stop wasting ad spend on non-converting jobs
Automate time-consuming manual bidding and reporting

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The drip, drip, drip of successful email campaigns

Topics: recruitment marketing, talent pipeline, candidate experience

Posted by Maggie Lyall on Jun 23, 2020 8:53:27 AM

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Recruiters are facing more and more pressure to find innovative ways of attracting top talent through their outreach programs. One successful strategy to consider involves email drip campaigns.

A drip campaign is used by direct marketers to turn passive job seekers into engaged candidates by automatically contacting them several times over a pre-set period (usually one month to several months).

While it seems simple enough, there are many conflicting opinions about how many emails a company should send, what these emails should say, and what day of the week/time of day is best to send them. So, if you’re looking for a quick overview of best practices, read on. (And please remember: there’s no rule here that’s hard and fast; there will always be exceptions.)

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ACTIVATE wins TalentCulture tech award

Topics: HR technology, recruitment marketing, candidate experience

Posted by NAS on Jun 11, 2020 11:57:36 AM

NAS wins TalentCulture award

NAS is pleased to announce that its ACTIVATE™ candidate attraction platform has been selected as a TalentCulture 2020 HR Tech Winner.

TalentCulture, a leading media outlet and marketing consultancy, selected winning HR technologies based on a strict grid of requirements that included a demonstration of the technology’s power to successfully deliver on its promise and an analysis of user and employee comments on the product and brand.

ACTIVATE™ is a proprietary, cloud-based candidate attraction platform that delivers a quick and easy job search, improves ROI and offers robust analytics to monitor media and track budget decisions. It also delivers a branded experience with relevant content, as well as marketing outreach via email and text.

“We’re proud to have been selected as one of the leading technologies for the talent acquisition community by TalentCulture,” said Matt Adam, EVP and Chief Talent Strategist for NAS. “Validation from industry experts is always gratifying. We continue to add new features to ACTIVATE™ based on our clients’ needs – which we believe will keep us at the forefront of recruitment technology.”

Learn more and get a demo of ACTIVATE™ today.

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Getting the gist of Google Ads

Topics: recruitment marketing, recruiting with Google, recruitment strategies, Google Ads

Posted by Allison Padgett on Jan 8, 2020 11:28:02 AM

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Making our way in the fiercely competitive landscape of likes and clicks is tough. Fortunately, Google Ads is here to help. Advertising with Google allows you to control your messaging, own your search engine results page (SERP) and build your career brand – all while targeting the candidates you desire.

Google Ads has two components that we use on a daily basis for our clients at NAS, the Search Network and the Display Network.

Google Display Network
The Google Display Network reaches over 90% of internet users worldwide. Google Display is divided into two segments: retargeting and managed placement. Managed placement is all about targeting the audiences and content of websites that are related to what you are promoting, while retargeting is used to keep past visitors to your site engaged.

Managed placement advertising allows us to target the passive job seeker. The user may not exactly be in “job search mode” but while going about their normal internet activity they will see your ads, thus creating awareness.

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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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NAS TALENT TALK

Your Programmatic Playbook

The drip, drip, drip of successful email campaigns

ACTIVATE wins TalentCulture tech award

Getting the gist of Google Ads

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