You can’t hide from AI

Topics: recruitment strategies, AI

Posted by Maggie Lyall on May 8, 2019 9:31:03 AM

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Where Does AI Fit in the Recruitment Process?

Manually screening resumes. Answering basic questions. Scheduling interviews. These are all tasks that busy HR professionals would be happy to hand over to someone else, even if that someone isn’t a person at all.

Welcome, AI!

According to ideal.com, this emerging facet of HR technology is designed to reduce—or even remove—those time-consuming activities that back up the hiring process by as long as several months. And accurately screening resumes is a crucial step, since identifying the right candidates in a sea of resumes is often an overwhelming and time-consuming job.

But that’s just the beginning. Not only does Artificial Intelligence (AI) significantly cut down the time it takes to find quality people, it reduces human bias (also known as the “gut feelings” of the hiring manager). Some thoughts you don’t want to cross your mind, but could…Is the applicant a graduate of your college? Bonus points for her! Did he belong to your fraternity? Must be a great guy! You get the picture.

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6 Tips for Hiring Top Entry-Level Talent

Topics: recruitment strategies, entry-level hiring

Posted by Maggie Lyall on Mar 7, 2019 9:00:00 AM

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In today’s competitive world of recruiting top talent, hiring entry-level employees is often a task that’s not assigned a high priority. Hiring managers know it’s something they have to do, but they don’t necessarily have a plan in place to attract and retain the best candidates. Here are 6 tips that will help you find the talent you need—and potentially make a stand-out hire that will stay with your company for many years to come.

1. First, sell candidates on what your company can do for them. While you’re busy assessing candidates’ skills, they’re looking at your company and imagining if they can see themselves as part of the team several years down the road. Do they agree with your company’s values and mission statement? Do you offer enough challenge, opportunity, and growth? Is it worth their investment as well as yours? Don’t just assume these new hires are only interested in staying with the company for a year until they learn the ropes; they may turn out to be valuable employees with fresh ideas and new ways of approaching your business.

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Programmatic Power Plays

Topics: recruitment strategies, programmatic advertising

Posted by NAS on Nov 9, 2018 3:03:30 PM

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We’ve been telling you about the power of programmatic advertising and how it can transform your media purchasing in some pretty dramatic ways. As more and more clients adopt this approach, success stories begin to emerge. We thought it might help to highlight a few case studies from our clients that provide insight into how programmatic advertising works – and get you thinking about how it might help you, too!

Case file #1: Rethinking the automatic contract renewal
Our healthcare client had been locked into purchasing contracts on an annual basis with certain media partners. We ran a trial of NAS MediaPro for three months, just prior to their annual renewal of a large contract. Based on results from the campaigns, we made the decision to NOT renew that annual contract, but to still include that site as a vendor through programmatic purchasing. The client was saved from a dreaded annual commitment and the difficult process of forecasting the exact number of postings to buy. Yet, they are still able to leverage the site at competitive pricing and get great results from it on an as-needed basis.

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Event Marketing: A Timeline For Success

Topics: hiring events, open house for recruiting, recruitment strategies

Posted by Sean Bain on May 10, 2018 9:00:00 AM

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There are many components to consider when launching a successful recruitment event, and it’s easy to feel overwhelmed by all the details. That’s why you need a solid, properly executed plan in place well in advance of your event—and a team of experts to help ensure your success throughout the process. So, where do you start? What are key factors to consider at varying stages of your recruitment event?

Who
The first step is to identify your audience. The event should be geared toward the needs and interests of that particular target candidate. Are you a regional healthcare provider seeking RNs in a particular specialty? A national restaurant needing to hire for all positions? Each audience requires its own unique approach and will help determine event details.

Why
Also think about why you are holding this event. Do you have numerous openings within just one role to fill due to an expansion? Are you staffing up for multiple different jobs at a brand new location? Are you trying to attract experienced hires due to retirements? The “why” can help you determine the right type of event and solidify the details of what will take place during the event (tours, speakers, interviews).

What
The next step involves determining what type of event you will hold (informational, job fair, meet & greet, virtual career fair, etc.) and establishing your budget, which will dictate the most effective tactics in promoting and hosting your event. Key points to consider:

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