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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Interview with Advisor Group: How to keep a career site fresh

Topics: career sites, recruitment videos, recruitment strategies

Posted by NAS on Nov 18, 2019 9:00:00 AM

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In part one of our interview, we discussed career site goals with Leigh McCluskey, Senior Vice President of Talent Acquisition for Advisor Group. In part two, Leigh takes us through Phase 2 of their career site implementation, which involved content for University, Diversity & Inclusion and Community Service sections, as well as photo shoots, analytics and future goals for the site.

As part of Phase 2, we added a University section. Tell us about those efforts.

We're still a relatively new company, but we are committed to evolving and developing our student intern and recent graduate entry-level programs. We worked internally to build a strong, reputable internship program within the industry. Our goal is to ensure that they’re not getting task-focused assignments, but that they are doing really impactful, value-adding work.

On the site, we wanted to tell our story in a way that candidates will appreciate how we're different. We want them to have a great experience and, consequently, be our brand ambassadors with a great story to tell. We're also expanding our presence on key campuses, partnering with universities in each of our five hubs, where we will work with a partner to conduct women's leadership events with students and faculty members.

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Interview with Advisor Group: How to tackle a career site project

Topics: career sites, recruitment videos, recruitment strategies

Posted by NAS on Nov 11, 2019 9:00:00 AM

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In the past year, Advisor Group has made significant updates to their career site. We recently spoke with Leigh McCluskey, Senior Vice President of Talent Acquisition for Advisor Group, to learn about the important elements of an effective career site for one of the nation’s largest networks of independent wealth management firms.

When you began thinking about updating your career site, what were the goals you set for yourself and Advisor Group? What were some of the “must-haves” for you?

We really didn't have a career site presence. At the time, Indeed was the only place you could find out anything about us or our jobs. I wanted to make sure that we were able to tell the story of our company and culture in a very different way from the rest of the players in our industry.
I think people have stereotypes about what “financial services” looks and feels like. We didn’t want to look like every other financial services career site out there. In addition, we were separately launching a corporate brand independent of the career site, and we wanted to make sure that we were in sync from a philosophical perspective regarding both entities.

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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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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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