Talent Talk Blog | NAS Recruitment Innovation

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

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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Key Tips for a Better Candidate Experience

Topics: candidate experience, recruitment strategies, interviewing

Posted by Lisa B. Radloff on Sep 5, 2019 12:56:28 PM

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In the world of recruitment marketing, the phrase “Think Like a Candidate” is quite familiar. As a forward-thinking organization, you’ve likely assessed procedures in some areas of your hiring process and made adjustments. But have you taken a holistic look at the candidate journey?

In HR recruitment, it is vital to understand what candidates expect—and to deliver on their expectations. Because if you don’t, another company certainly will. So, how can you improve the candidate experience? Let’s focus on the essential elements of the initial phase of the candidate experience.

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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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NAS TALENT TALK

The Power of Analytics: Finding Your Measure of Good

High-Volume Recruiting: Learning from LongHorn

Key Tips for a Better Candidate Experience

You can’t hide from AI

6 Tips for Hiring Top Entry-Level Talent

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