HR Tech 2019: The Highlight Reel

Topics: recruitment strategy, AI, HR Tech

Posted by NAS on Oct 10, 2019 12:01:41 PM

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Once again, several members of the NAS team attended the HR Technology Conference & Exposition last week in Las Vegas. We saw lots of familiar faces, met many new people and learned a ton. Here are some of the highlights:

Keynote Address
The keynote address was delivered by Barbara Corcoran, investor and judge on ABC’s Shark Tank, who shared her secrets for success in a highly charged, very personal narrative of her storied career. She shared her five key lessons on building a successful business, which namely involves focusing on the power of your brand. Corcoran was able to build a brand from essentially nothing by pushing boundaries on advertising, thinking outside of the box, keeping employee satisfaction a priority and positioning her business (purposefully or by mistake) as the elite – and it paid off when she sold her company, The Corcoran Group, for an astounding $66 million.

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IT’S WHAT’S INSIDE THAT COUNTS: THE IMPORTANCE OF INTERNAL BRANDING

Topics: employment branding, recruitment strategy, employee retention, internal branding

Posted by Lisa B. Radloff on Jul 1, 2019 2:47:16 PM

The importance of internal branding

In the recruitment world, we’re often so externally focused that we overlook an equally important component of company identity: internal branding. Smart organizations realize that a company brand is only as strong as its alignment with internal branding. Building and maintaining a strong internal brand will resonate with outside audiences – your potential future hires – only when it mirrors external messaging and lives up to the promises being made to the public. So, how do you build an authentic internal brand?

Internal branding is a continuous process in place by which you ensure your employees understand the ‘who’ and ‘why’ behind your business proposition. Bloomberg

Your business doesn’t have “values;” the people within it do.
Like its namesake, internal branding cannot exist without employee advocacy, but don’t expect buy-in if corporate behavior and policy indicate otherwise. Are your company values merely a list of hollow buzzwords or phrases that no one believes in or cares about? If you want to create true values that define your business, the first place to start is with the very people you expect to promote and uphold them – your employees.

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Candidate recruitment: the 411 on txt

Topics: text message recruiting, recruitment strategy

Posted by Lisa B. Radloff on Feb 21, 2019 9:00:00 AM

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In a recent Deloitte study, 89% of mobile users reported that they check their phones within the first hour of waking up, with 62% claiming to look at their phones within 15 minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns can also be leveraged as a powerful recruiting tool.

Numbers tell the story.

According to TextRecruit, recruiters using text messaging are achieving 99% open rates and 28% response rates, with average response time under 15 minutes. So, how do you craft your messaging and manage a text campaign? What are key rules and best practices associated with text message recruiting?

Optimal length. The Global System for Mobile Communications, which sets the standards
for the global mobile market, standardized 160 characters for the length of a text message across all carriers. However the ideal, industry-standard length for a recruitment text message is 100 characters or less. Here is a sample text recruiting message:

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Brevity. In text recruiting, concise content is king. This is not an online job posting or an email communication; your goal is to craft a brief message with basic facts, and always include a link for candidates to follow up. Text message links typically direct candidates to a landing page promoting an event, an RSVP portal or directly to your ATS to apply.

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Handy Hacks for High-Volume Recruiting

Topics: mobile recruiting, employment branding, recruitment strategy

Posted by Jennifer Henley on Jan 10, 2019 9:00:00 AM

For most organizations, recruiting top talent is no piece of cake, but for the high-volume recruiters, it’s even more daunting. Consider that the average job posting garners 50 applicants, while in high-volume recruitment, job postings draw 250 applicants (source: Jobvite). What resources can you use to give you a leg up on your substantial task? We have a few insights to share:

Leverage your brand

“Your brand is the single most important investment you can make in your business.” (Steve Forbes) The same holds true when it comes to your investment in recruitment branding.

  • Promote your employment brand, relentlessly on all communications, including social: Glassdoor, LinkedIn, Facebook, Instagram, Twitter, etc. Share both personal and professional experiences. It’s what connects us to our world.
  • Give people a reason to connect with your employment brand through all of your media channels—and they’ll share your organic, clever content with their friends and colleagues.
  • Be sure to promote your organization’s unique employment value proposition at every touchpoint with consistency in style, tone and messaging.
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Scary Situations, Spooktacular Solutions

Topics: open house for recruiting, recruitment strategy, programmatic advertising

Posted by NAS on Oct 25, 2018 10:07:19 AM

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Recruitment marketing can send chills down your spine when the unexpected hits. Problems can creep up on you and challenges often need to be solved ASAP. In honor of Halloween, we asked the NAS team to tell their scariest recruitment stories and how they fixed the frightening for our clients.

Tracy O’Neal | Account Director

Scary Situation:
My client’s career site provider contract was expiring at the end of the month. Meanwhile, the client did not have a new solution in place. They needed an interim way to handle job-seeker site traffic while they transitioned to a new career site.

Spooktacular Solution:
NAS quickly developed a landing page rolling out the client’s new employment brand, and linked job seekers to the client’s ATS. This strategy provided a seamless user experience, and allowed the client and NAS the necessary time to develop additional content for their full career site. 

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