Topics: Social Media, recruitment marketing, Facebook for recruiting, recruitment strategy
Social media plays a key role as a high-performing channel in every customer-facing and employee-facing aspect of communications. Companies that understand how to unlock the value of social media are in a better position to meet candidates’ needs. And the importance of social media in recruiting continues to grow. An Adweek report suggests that 92% of recruiters use social media and the share of companies that uses social media for recruiting has increased to 84%.
Topics: recruitment marketing, talent pipeline, text message recruiting
As every one of us involved in recruitment marketing and talent acquisition knows, it all starts with TALENT. Getting the right people on board is a complex and ongoing challenge. Therefore, building a pipeline of candidates goes a long way toward helping you reach your goals. In this post, we’ll talk about why you need a talent pipeline strategy, what the advantages are and how you go about building and engaging candidates who have opted into your pipeline
1. What is a talent pipeline?
You’ve probably seen the following stat:
Only 25% of the workforce is actively looking at any given time, but 85% is willing to talk.
And you probably know that you need to reach out to both active and passive candidates if you are going to meet your hiring goals. After all, there is a pretty huge number of passive candidates that you could convert into applicants with the right messaging and nurturing. That’s why it is key to build your talent pipeline.
A talent pipeline is a collection of candidates that are engaged and can be easily contacted when relevant roles become available. They could include any of the following:
Topics: HR technology, recruitment marketing, candidate experience
NAS is pleased to announce that our ACTIVATE® candidate attraction platform has been selected as a TalentCulture 2020 HR Tech Winner for the second time.
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.
The awards site notes with regard to ACTIVATE: "The ACTIVATE mobile-responsive design provides candidates an excellent user experience with multiple ways to search and apply for jobs. Employers experience an improved ROI with better SEO rankings and ACTIVATE allows for quick and easy analysis of monitoring and tracking results."
Cyndy Trivella, Managing Partner of TalentCulture added: "There are very few recruitment marketing agencies that excel at building technology designed to appeal to such a vast audience. NAS Recruitment Innovation is a standout with its technology that creates a wonderful user experience for both the job seeker and HR professional. This, coupled with their reputation for delivering outstanding service, sets them apart in the space and is what makes them a two-time TalentCulture HR Technology Winner."
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.
You can learn more about the 2021 winners of TalentCulture Awards here.
Topics: Social Media, recruitment marketing, Facebook for recruiting, recruitment analytics, recruitment strategies, employee retention
2020 has been a year of turmoil, challenge and newly discovered opportunity in the recruitment marketing landscape. A new world of work emerged for many industries, and virtual interviewing became the norm for both on-site and remote jobs. This collective, immediate pivot posed both roadblocks and opportunities—from leveraging social media and digital communications, to focusing on employee retention and measuring your analytics to ensure the best ROI in your recruiting efforts.
Our NAS Talent Talk contributors provided insight on these very timely topics throughout the year. As we welcome 2021 and bid adieu to a surreal 2020, we thought you might enjoy a round-up of our top 5 blog posts of the year.
1. Need to hire now? Here’s what you need to know.
As the pandemic was just hitting in March 2020, companies and candidates alike were scrambling to adjust to an unprecedented level of uncertainty and immediate change in the way we’re communicating with one another. Jennifer Henley, Vice President of Client Services at NAS, provides timely solutions for companies needing to attract essential talent quickly.
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:
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