The drip, drip, drip of successful email campaigns

Topics: recruitment marketing, talent pipeline, candidate experience

Posted by Maggie Lyall on Jun 23, 2020 8:53:27 AM

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Recruiters are facing more and more pressure to find innovative ways of attracting top talent through their outreach programs. One successful strategy to consider involves email drip campaigns.

A drip campaign is used by direct marketers to turn passive job seekers into engaged candidates by automatically contacting them several times over a pre-set period (usually one month to several months).

While it seems simple enough, there are many conflicting opinions about how many emails a company should send, what these emails should say, and what day of the week/time of day is best to send them. So, if you’re looking for a quick overview of best practices, read on. (And please remember: there’s no rule here that’s hard and fast; there will always be exceptions.)

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Hiring will resume. Is your candidate pipeline in place?

Topics: talent pipeline, recruitment strategy

Posted by Sean Bain on May 4, 2020 9:39:46 AM

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As states are beginning the process of reopening, certain business sectors will come back to life quickly— and smart companies are building their pipeline of candidates now in order to meet the demand. While we are all preparing for the unforeseen “new normal,” it follows that every organization and industry will face unique circumstances and thus will have different hiring needs. Life will come back online, and when it does, companies need to be prepared to hire. NAS would like to offer a few thoughts to help you develop your hiring strategy and streamline the pipeline-building process.

Assess your needs. You need to take both a pragmatic and holistic approach in determining your hiring needs. What are your intentions? Do you need to hire ASAP, in planned stages or just consider candidates for future needs when the timing is right for your company? Whatever your particular situation, you still need to have a solid candidate pipeline in place.

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Does the data in your ATS have “the right stuff?”

Topics: HR tools, talent pipeline, ATS

Posted by Eric Brill on Feb 13, 2020 11:51:09 AM

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If you’ve heard it once, you’ve heard it a thousand times: for recruitment success, you need to optimize the candidate experience. But have you ever considered how the data in your ATS can positively or negatively impact the job-search experience? You can make a few relatively easy adjustments to ensure job seekers get what they want and need.

Job categorization
The job categorization in your ATS needs to be candidate-centric. Some organizations categorize in a way that fits the internal needs of their hiring or charge-back process and not the needs of job seekers.

  • Don’t make your categorization overly complex; it needs to represent the way your candidates are most likely to search.
  • Employ job families, then sub-categories to help candidates drill down.
  • Find the right balance: you can err in making categories too broad or too specific.

Think like a candidate. Your ATS job categorization should not be self-serving, but rather candidate-serving.

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The Challenges of Multi-location Recruiting: A “Quick Chat” with William Poynter of HealthSouth

Topics: talent pipeline, candidate experience, location recruiting, recruitment strategies

Posted by NAS on Aug 25, 2016 9:00:00 AM

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HealthSouth is one of the nation’s largest providers of post-acute healthcare, offering both facility- and home-based post-acute services in 34 states and Puerto Rico through its network of inpatient rehabilitation hospitals, home health agencies and hospices.   

If anyone has firsthand experience recruiting for multiple locations, it would certainly be William Poynter, vice president of talent acquisition for HealthSouth Corporation. William began working for HealthSouth in 2009 in the role of director of talent acquisition. His recruitment experience dates back to 1990, and he has specialized in healthcare recruiting for 12 years.

What are your overall recruitment challenges?

Our recruitment objectives vary, but healthcare recruiting, in general, is challenging. The most demanding aspect is recruiting the volume of healthcare professionals in nursing and therapy. We use all tools available to us to reach that population.

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