Recruitment marketing perennials that still get results

Topics: employee referral programs, traditional media, recruitment strategy

Posted by Lisa B. Radloff on Aug 30, 2018 9:00:00 AM

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From programmatic, PPC and social media to the latest developments in artificial intelligence (AI), the job search has come a long way. Yet there are many aspects of recruitment which haven’t changed over the years, and for good reason: because they still work. Here, we take a look at 5 tried-and-true perennial strategies that our clients continue to successfully use in their recruitment efforts.

Print
Print media, such as newspaper, can still be effective for companies with a small number of job openings, as well as those looking to launch a massive hiring initiative (for example, a new Call Center needing to hire hundreds of people). Some audiences still prefer print, and candidates for certain job types (entry-level manufacturing, service industries) may be more easily reached through local newspapers. And for some industries, trade publications are still a good way to promote an employer brand. Additional advantages include:

  • Laundry-listing. Whereas online job search is generally restricted to defined search parameters, print facilitates the opportunity to advertise positions across disciplines. For example, if your company has openings across several job disciplines, you can run one print ad for openings in all areas. In the online job posting format, advertised jobs are generally tied to individual job requisitions in an ATS.
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What we learned at NAHCR 2018

Topics: NAHCR, recruitment strategy, programmatic advertising

Posted by NAS on Jul 26, 2018 9:00:00 AM

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NAS Recruitment Innovation’s Jason Weinhaus and Tracy O’Neal were in Scottsdale for the annual IMAGE Conference sponsored by NAHCR, the National Association for Health Care Recruitment. Our Dynamic Duo were busy attending educational seminars, hosting a booth and learning about current challenges and accomplishments in healthcare recruitment. We asked them for a re-cap of their experience and to share their observations. Here’s what they had to say:

Overall vibe

Jason Weinhaus | Regional Vice President
The mood of the conference was very optimistic. Healthcare continues to be a challenging industry to attract talent, as there are so many passive candidates. With so many new targeted approaches, companies are continuously looking at improving their candidate experience and NAHCR was a great place for just that. Between networking, vendors, sessions, etc., there was great opportunity to learn and grow.

Tracy O’Neal | Account Director
This was my first NAHCR conference, and I can see why this event is so important to attendees. It offered the opportunity to learn from industry experts, gain an overview of solutions/services, and connect with peers, whether from facilities, media/publishers or technology partners. 

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Why You Need A Full-Service Recruitment Agency

Topics: recruitment marketing, recruitment strategy, programmatic advertising

Posted by Sean Bain on Apr 30, 2018 9:02:00 AM

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As an HR recruitment or talent acquisition professional, you have a lot to juggle. That’s why anything that saves you time is worth exploring. If you deal with multiple service providers when it comes to your recruitment and HR communications needs, you may be wasting time and money. The solution? A full-service agency, like NAS Recruitment Innovation. Why? 

Keeping abreast of the ever-changing tactics, trends, media and evolving solutions in recruitment is no easy task, especially while managing your everyday workload.
Creating media plans and strategies, writing copy and designing marketing pieces, contacting and managing vendors…all of this take a lot of time and bandwidth that most HR professionals do not have to spare. A full-service agency can do it all, and more.

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Catch and keep: how to bring boomerangs back

Topics: recruitment strategy, recruitment budgeting, boomerang recruiting

Posted by Nancy Caputo on Feb 23, 2017 9:00:00 AM

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Nearly 70% of U.S. employees have either returned to work for a previous employer or are open to being a “boomerang” employee at some point in the future. In our last blog post, we discussed why companies should embrace boomerangs – employees who leave a company voluntarily only to be rehired. This week, we’ll cover some of the strategies you can use to catch those boomerangs – and keep them. Let’s get started.

Keep a database of people who leave in good standing. Similar to your Talent Network, place exiting employees’ contact information in a database for ongoing sharing of company news and new opportunities. You already have this information; use it to maintain the communication channel and demonstrate that your former employee’s contribution was valued.

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