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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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

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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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How to Optimize the Job Search Process on your Career Site

Topics: career sites, recruitment marketing, job search

Posted by Lisa B. Radloff on Aug 7, 2019 10:11:50 AM

Optimizing your job search

Forward-thinking organizations understand that the candidate experience is of paramount importance. It begins with creative, targeted career site content and ends – ideally – with the online application process. When job seekers reach your career site, their end goal is to search and apply for open jobs—and you need to have as intuitive and seamless a job search process as possible. So, how do you know if you’re following best practices in engaging with candidates at this level of interaction?

Do this: go to your company’s career site and view the experience through the eyes of a candidate; namely, ask yourself:

“Where is the job search button?”
You would be amazed how many career sites almost seem like they are deliberately trying to hide their Search Jobs functionality. It is crucial that a quick call-to-action is always visible. Anchor the Search Jobs feature in the main navigation of your career site and also place prominent buttons at the top and bottom of the page, particularly the job description page—the last step before candidates click on Apply Now.

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