Webinar will help organizations position themselves to reach broader audiences
Cleveland, OH (PRWEB) April 27, 2009 – NAS Interactive, a division of NAS Recruitment Communications, announced that it will team up with LinkedIn to present “Using Social Networking as Part of Your Talent Sourcing Strategy,” a special webinar to be hosted May 5th at 2:00 p.m. EST.
Kevin Hawkins, National Internet Strategist for NAS, and Brandon Salom, Partner Relationship Sales Manager for LinkedIn, will co-host the hour-long presentation. Those attending the session will learn how many HR organizations are already successfully using these powerful Web 2.0 environments to reach candidates, as well as how to use LinkedIn’s platforms and solutions.
This webinar will also explore how proactive organizations use Social Networks to coordinate recruiter activities in order to find and engage quality talent. Participants will learn how job listings are virally promoted to reach “perfect fit” candidates; why personalized, network-driven connections increase quality lead generation; and how Social Networks allow candidates to learn about you as an employer without feeling like they’re being marketed to.
“Social networking is a necessary component for today’s employee recruitment strategies,” said Kevin Hawkins, “particularly when you need to reach out to people with highly specialized skills. Professional and social communities like LinkedIn are where HR goes to look for top talent. NAS Interactive helps clients to build their own niche community and extend their brand presence in unique ways within the SNS space.”
In fact, social networking sites, such as LinkedIn, Facebook, MySpace, Twitter and Tagged, have become a cultural phenomenon that transcends age or computer proficiency. Today, college students, working parents, seniors, executives, professionals...57% of all active online users—over 130 million people—are members of at least one social network. And that makes these sites fertile ground for recruiters.
To learn how NAS and LinkedIn can help you develop a social network strategy and engage talent in a uniquely effective manner, or to register for the May 5th webinar presentation, please email lgarten@nasrecruitment.com.
Tuesday, April 28, 2009
Wednesday, April 22, 2009
Article: How to Fight Back
Warren Buffett declared it: this “is an economic war.” He likened our current situation to WWII. If you work in human resources as a recruiter, trainer, and/or diversity expert, that puts you squarely on the front lines. After several happy years of growth — including a marked increase in upper management’s appreciation for the “employer of choice” and employee engagement concepts — the battle of retrenchment is engaged.
Not only are companies reducing the size of their workforce, they are cutting back on everything related to HR: recruiting, training, and development; recognition efforts; and any other kind of employee engagement program. A recent Vault survey of corporate recruitment professionals showed that more than a third of human resource departments are experiencing layoffs. Sixteen percent of respondents said the cuts affected more than 25 percent of the HR staff.
The last thing the HR community needed was last month’s cruise missile launched by Rutgers professor Richard Beatty. The academic blasted the human resources profession for working without useful analytics, and contributing so little that “typical human resources activities have no relevance to an organization’s success.” The article’s title was a blow by itself: “Memo to CFO’s: Don’t Trust HR.”
One veteran HR colleague acknowledged that there are plenty of inadequate HR people out there, just as there are weak CFOs and accounting folks. At the same time, she reminded me that there have been plenty of studies linking employee engagement to higher productivity and revenue growth (though she acknowledged that proving a causal effect is more difficult than merely linking the two). At this point, it shouldn’t be necessary to prove that engagement has value all the way to the bottom line. Unfortunately, it still has not sunk in for many executives.
Full disclosure: I am a CEO who was skeptical of HR as a young manager, but became absolutely convinced of its importance as the engine of a big organization’s hiring, appraisal, and development processes. HR can be at its worst when managing the mundane, bureaucratic necessities of a company’s workforce but when HR is seen as business partner and change agent, the role becomes critical — as important as running a finance division. Yes, I do put the HR leader at the same level as the CFO in a large organization.
If you are an HR decision-maker whose company leadership doesn’t share my perspective, here’s how to fight back. Click here to find out how.
Not only are companies reducing the size of their workforce, they are cutting back on everything related to HR: recruiting, training, and development; recognition efforts; and any other kind of employee engagement program. A recent Vault survey of corporate recruitment professionals showed that more than a third of human resource departments are experiencing layoffs. Sixteen percent of respondents said the cuts affected more than 25 percent of the HR staff.
The last thing the HR community needed was last month’s cruise missile launched by Rutgers professor Richard Beatty. The academic blasted the human resources profession for working without useful analytics, and contributing so little that “typical human resources activities have no relevance to an organization’s success.” The article’s title was a blow by itself: “Memo to CFO’s: Don’t Trust HR.”
One veteran HR colleague acknowledged that there are plenty of inadequate HR people out there, just as there are weak CFOs and accounting folks. At the same time, she reminded me that there have been plenty of studies linking employee engagement to higher productivity and revenue growth (though she acknowledged that proving a causal effect is more difficult than merely linking the two). At this point, it shouldn’t be necessary to prove that engagement has value all the way to the bottom line. Unfortunately, it still has not sunk in for many executives.
Full disclosure: I am a CEO who was skeptical of HR as a young manager, but became absolutely convinced of its importance as the engine of a big organization’s hiring, appraisal, and development processes. HR can be at its worst when managing the mundane, bureaucratic necessities of a company’s workforce but when HR is seen as business partner and change agent, the role becomes critical — as important as running a finance division. Yes, I do put the HR leader at the same level as the CFO in a large organization.
If you are an HR decision-maker whose company leadership doesn’t share my perspective, here’s how to fight back. Click here to find out how.
Wednesday, April 15, 2009
Search Engine Marketing Offers HR Best Value in Tough Economy
Companies turning to NAS to improve Long- and Short-term ROI
Cleveland, OH (PRWEB) April 13, 2009 – NAS Interactive, a division of NAS Recruitment Communications, has seen an increase in the number of companies adopting search engine marketing strategies to maximize their recruitment investment in today’s tight economy.
“Restrictions on recruitment budgets place an emphasis on performance,” said Caroline Slomski, Interactive Strategist for NAS. “As a result, we’re seeing more organizations, in industries from healthcare and energy to food service, implement search engine marketing strategies as a means to maximize their recruitment budget.”
Search engine marketing strategies, like Pay-Per-Click (PPC) campaigns, are among the most measurable forms of marketing. They not only keep opportunities visible, but are also a great branding vehicle, driving top-of-mind awareness and helping position organizations as employers of choice in their industry.
“These early adopters in the recruitment space understand that the right search strategy can provide both short-term ROI, and ensure the investment they have made in building their brand and reputation among candidates will still be strong when the economy rebounds,” said Patty Van Leer, SVP of NAS Interactive.
NAS manages Google Adwords, Yahoo! Search Marketing and Microsoft AdCenter search engine marketing campaigns. Its dedicated SmartClicks Center for search engine marketing is manned by certified specialists who handle all aspects of the campaign. This allows NAS SmartClicks to provide the highest possible quality scores at the lowest cost-per-click.
“The beauty of search engine marketing is that you pay only for traffic,” says Slomski. “Our campaigns provide candidate exposure and increase traffic for very little cost-per-visitor. It’s why the right strategy can be extremely effective and economical.”
When combined with Total Source Tracker, these campaigns can draw and track candidates from initial click to completed application.
To learn more about NAS’ digital recruitment solutions, please contact one of our Account Managers today.
Cleveland, OH (PRWEB) April 13, 2009 – NAS Interactive, a division of NAS Recruitment Communications, has seen an increase in the number of companies adopting search engine marketing strategies to maximize their recruitment investment in today’s tight economy.
“Restrictions on recruitment budgets place an emphasis on performance,” said Caroline Slomski, Interactive Strategist for NAS. “As a result, we’re seeing more organizations, in industries from healthcare and energy to food service, implement search engine marketing strategies as a means to maximize their recruitment budget.”
Search engine marketing strategies, like Pay-Per-Click (PPC) campaigns, are among the most measurable forms of marketing. They not only keep opportunities visible, but are also a great branding vehicle, driving top-of-mind awareness and helping position organizations as employers of choice in their industry.
“These early adopters in the recruitment space understand that the right search strategy can provide both short-term ROI, and ensure the investment they have made in building their brand and reputation among candidates will still be strong when the economy rebounds,” said Patty Van Leer, SVP of NAS Interactive.
NAS manages Google Adwords, Yahoo! Search Marketing and Microsoft AdCenter search engine marketing campaigns. Its dedicated SmartClicks Center for search engine marketing is manned by certified specialists who handle all aspects of the campaign. This allows NAS SmartClicks to provide the highest possible quality scores at the lowest cost-per-click.
“The beauty of search engine marketing is that you pay only for traffic,” says Slomski. “Our campaigns provide candidate exposure and increase traffic for very little cost-per-visitor. It’s why the right strategy can be extremely effective and economical.”
When combined with Total Source Tracker, these campaigns can draw and track candidates from initial click to completed application.
To learn more about NAS’ digital recruitment solutions, please contact one of our Account Managers today.
Monday, April 13, 2009
People Power: Internships Speak to the Future
A well-organized internship program can benefit both the intern and the company.
By C.T. Trivella, Director and KC Branch Manager, NAS Recruitment Communications
Internships are not the cumbersome programs some employers believe them to be. In actuality, they are beneficial both to the student longing for some workplace experience, and to the employer seeking a fresh perspective from an outside source.
Well-managed internship programs should: be an accepted part of an organization’s culture, have a regular presence (consistency), be planned with an objective in mind for what is expected from the student, as well as from the managers responsible for overseeing the intern’s workload, and, above all, be taken seriously by the company bringing interns into the program.
Company leaders need to have a clear thought process for why an internship program would benefit the organization. They also need to think about what the organization has to offer a student. Will there be an equitable benefit to both parties? Does the organization have meaningful work to offer someone eager to develop the needed skills to be competitive in an increasingly tough job market? If the answer is “yes” to both of these questions, an internship program may be the right choice.
Keep in mind that a physical presence will provide campus recruiters with an opportunity for building relationships with students. Also consider that well-defined internship program information posted on your Web site, that outlines expectations and clearly explains the application process will encourage applications.
Internship programs can be large or small. Understand what your organization can manage well, rather than making the internship program more robust than is manageable for the person overseeing the program. Internships can run either in conjunction with a college semester or during the summer break. A well-organized program will have a defined start and finish date. There is no hard and fast rule on length of time; this is purely subjective by the employer, as is the choice to offer a paid or unpaid internship. Are unpaid internships legal? It depends on the net gain to the company. The decision is governed by the Fair Labor Standards Act. It’s recommended that employers consult an attorney to decide if an intern should be paid.
Click here to read the entire article along with day one, touchpoints and last day internship program tips.
By C.T. Trivella, Director and KC Branch Manager, NAS Recruitment Communications
Internships are not the cumbersome programs some employers believe them to be. In actuality, they are beneficial both to the student longing for some workplace experience, and to the employer seeking a fresh perspective from an outside source.
Well-managed internship programs should: be an accepted part of an organization’s culture, have a regular presence (consistency), be planned with an objective in mind for what is expected from the student, as well as from the managers responsible for overseeing the intern’s workload, and, above all, be taken seriously by the company bringing interns into the program.
Company leaders need to have a clear thought process for why an internship program would benefit the organization. They also need to think about what the organization has to offer a student. Will there be an equitable benefit to both parties? Does the organization have meaningful work to offer someone eager to develop the needed skills to be competitive in an increasingly tough job market? If the answer is “yes” to both of these questions, an internship program may be the right choice.
Keep in mind that a physical presence will provide campus recruiters with an opportunity for building relationships with students. Also consider that well-defined internship program information posted on your Web site, that outlines expectations and clearly explains the application process will encourage applications.
Internship programs can be large or small. Understand what your organization can manage well, rather than making the internship program more robust than is manageable for the person overseeing the program. Internships can run either in conjunction with a college semester or during the summer break. A well-organized program will have a defined start and finish date. There is no hard and fast rule on length of time; this is purely subjective by the employer, as is the choice to offer a paid or unpaid internship. Are unpaid internships legal? It depends on the net gain to the company. The decision is governed by the Fair Labor Standards Act. It’s recommended that employers consult an attorney to decide if an intern should be paid.
Click here to read the entire article along with day one, touchpoints and last day internship program tips.
Friday, April 10, 2009
NAS Introduces New Whitepaper: Web 2.0 Recruiting
Cleveland, OH (PRWEB) April 10, 2009 – NAS Insights, the centralized research operation at NAS Recruitment Communications, is proud to announce the newest installment to their collection of whitepapers: Web 2.0 Recruiting.
The latest addition to the NAS whitepaper library discusses the basics of Web 2.0 in an easy-to-read format, with in-depth explanations and up-to-date demographic information for the major Web 2.0 technologies. Included are summaries and charts for blogs, online networks, online videos and podcasts. Web 2.0 Recruiting provides a deeper understanding of recruitment and branding implications, as well as best practices for integrating Web 2.0 technologies into a company’s online recruiting strategy.
“This whitepaper is meant to introduce the fundamentals of Web 2.0 while showing how these emerging technologies can help a recruitment and branding strategy soar,” said Kelly White, Research Analyst and whitepaper author. “Web 2.0 is here and has captured the mainstream audience. This paper is a quick guide on how and why employers should put these technologies into place to attract top talent.”
Check out Web 2.0 Recruiting and NAS Insights’ other standard and specialized reports at: http://www.nasrecruitment.com/talenttips/nasInsights.html.
To find out more about how NAS Insights can assist you with customized research for your talent acquisition needs, please contact one of our Account Managers today.
The latest addition to the NAS whitepaper library discusses the basics of Web 2.0 in an easy-to-read format, with in-depth explanations and up-to-date demographic information for the major Web 2.0 technologies. Included are summaries and charts for blogs, online networks, online videos and podcasts. Web 2.0 Recruiting provides a deeper understanding of recruitment and branding implications, as well as best practices for integrating Web 2.0 technologies into a company’s online recruiting strategy.
“This whitepaper is meant to introduce the fundamentals of Web 2.0 while showing how these emerging technologies can help a recruitment and branding strategy soar,” said Kelly White, Research Analyst and whitepaper author. “Web 2.0 is here and has captured the mainstream audience. This paper is a quick guide on how and why employers should put these technologies into place to attract top talent.”
Check out Web 2.0 Recruiting and NAS Insights’ other standard and specialized reports at: http://www.nasrecruitment.com/talenttips/nasInsights.html.
To find out more about how NAS Insights can assist you with customized research for your talent acquisition needs, please contact one of our Account Managers today.
Thursday, April 9, 2009
Article: SEO Is The Center Of Performance
Since search engine optimization is my chosen career path, naturally it is impossible for me to understand why anyone would choose not to include SEO processes in every aspect of their Web site's/business's development. That's right. SEO enhances both the site AND the company's strategic goals and business decisions. It's the foundation of everything. Yet, despite my absolute faith, SEO continually takes a back seat to other marketing efforts, both on- and offline. Allow me to make the argument why SEO should be integral to your online strategy in tough times.
SEO brings the consumer to the forefront of all site design and business decisions. There are literally millions of web sites out there and, likely, you directly compete with thousands of them. For millions of search engine users, each one of those thousands of sites is just a click away and no matter what channel you are using to bring customers into your site, SEO fundamentals will improve the visitor experience. Want to rise to the top of the crop? Then take whatever steps necessary to ensure that your site provides some value no other site can. To get there, begin by answering a few questions:
SEO brings the consumer to the forefront of all site design and business decisions. There are literally millions of web sites out there and, likely, you directly compete with thousands of them. For millions of search engine users, each one of those thousands of sites is just a click away and no matter what channel you are using to bring customers into your site, SEO fundamentals will improve the visitor experience. Want to rise to the top of the crop? Then take whatever steps necessary to ensure that your site provides some value no other site can. To get there, begin by answering a few questions:
- Why would someone choose to visit my site over another?
- What unique value do visitors get at my site that they can't get anywhere else?
- Why would a visitor want to come back to my site after their first visit?
- What would make visitors want to recommend my site to others?
All four of those questions have to do with enhancing the site's customer experience; and, yes, these questions are at the heart and soul of any good organic optimization strategy. Two of the greatest factors search engines use to rank sites are content and links. Answering the above questions will help address both.
Providing value to the customer typically means creating great, informative and unique content that helps the visitor do whatever they came to your site to do. That enhanced content also helps search engines understand what your site is about and increases your site's relevancy to a range of product or service-related search queries. With everyone's budgets tightening, shoppers want to ensure that the money they spend is spent wisely. To make that decision, they turn to search engines to help them become informed.
Read the rest of the article here.
For more information on how NAS can help you optimize your Career Site to reach top talent, please contact one of our account managers today.
Thursday, April 2, 2009
Industry Expert To Speak at National SHRM Staffing
Cleveland, OH (PRWEB) April 2, 2009 – NAS Recruitment Communications announced today that Matthew Adam, Vice President & Chief Talent Strategist, will conduct a seminar on the complexities of interactive recruitment marketing at the National SHRM Staffing Conference on Tuesday, April 28th at 1:15 p.m. in Las Vegas.
With the realization that today’s organizations must go beyond traditional media to reach the right talent, Adam will offer intriguing alternative online solutions in his presentation “Interactive Recruitment Marketing: Navigating the Internet to Attract A-Level Talent.”
“Even in this economic downturn,” Adam said, “smart organizations are keeping an eye on the evolving job-seeker behavior. When the economy rebounds, many organizations will be forced to change the way they communicate with potential candidates. This program is designed to shed some light on where online recruiting has evolved to today and where it is headed in the future.”
Adam is a recruitment strategy consultant with over 14 years of professional experience with both Fortune 500 companies and small start-ups. He is an author and experienced keynote speaker and will continue to offer his insights at regional and national conferences throughout 2009.
With the realization that today’s organizations must go beyond traditional media to reach the right talent, Adam will offer intriguing alternative online solutions in his presentation “Interactive Recruitment Marketing: Navigating the Internet to Attract A-Level Talent.”
“Even in this economic downturn,” Adam said, “smart organizations are keeping an eye on the evolving job-seeker behavior. When the economy rebounds, many organizations will be forced to change the way they communicate with potential candidates. This program is designed to shed some light on where online recruiting has evolved to today and where it is headed in the future.”
Adam is a recruitment strategy consultant with over 14 years of professional experience with both Fortune 500 companies and small start-ups. He is an author and experienced keynote speaker and will continue to offer his insights at regional and national conferences throughout 2009.
Wednesday, April 1, 2009
Looking for Ways to Encourage and Recognize Employees?
NAS PRIDE (Premium Recognition Incentive Division for Employees) specializes in providing quality custom gifts, awards, and promotional merchandise to support your organization’s corporate identity, recruitment efforts, and employee incentive/retention/communication programs. Here are some ideas to get you thinking.
This Month’s NAS Pride Select Products: www.nasrecruitment.com\PRIDE\NAS_PRIDE_April_2009.pdf
This Month’s NAS Pride Healthcare Select Products: www.nasrecruitment.com\PRIDE\NAS_PRIDE_April_2009_HealthCare.pdf
Is there something specific that you have in mind? Please contact one of our Account Managers today and allow us to help you find that perfect incentive gift.
This Month’s NAS Pride Select Products: www.nasrecruitment.com\PRIDE\NAS_PRIDE_April_2009.pdf
This Month’s NAS Pride Healthcare Select Products: www.nasrecruitment.com\PRIDE\NAS_PRIDE_April_2009_HealthCare.pdf
Is there something specific that you have in mind? Please contact one of our Account Managers today and allow us to help you find that perfect incentive gift.
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