Visualization Adds a New Twist on Market Analysis.
Cleveland, OH (PRWEB) July 30, 2009 – Imagine seeing, in one glance, a regional profile of areas that have the highest concentration of the talent you seek. Using its new mapping capabilities, NAS Insights, the centralized research operation of NAS Recruitment Communications, can help clients visualize exactly where their recruitment efforts should be targeted.
For a recruiting media plan to be successful, employers need to have many “where” questions answered. Where are potential candidates located? Where are major competitors located? Where do large concentrations of diverse populations exist? NAS Insights is equipped to bring visual clarity to these questions with unrivaled mapping expertise.
NAS Insights mapping solutions can help determine key locations for print media and radio advertising. Maps can also pinpoint heavily traveled highways and roads to support a billboard campaign, or target highly populated cities to support the use of direct mail. They can even be used to calculate the most favorable local recruiting areas based on miles or drive time.
“Maps take market strategy to the next level by providing a visual component to support and fine tune recruitment efforts,” said Kathleen Anne Gaiser, Research Analyst and NAS mapping expert. “Understanding a company’s market is paramount in making informed decisions and making sure recruitment dollars are optimized.”
NAS Insights can create customized maps to assist businesses in any industry with recruiting and workforce planning. For more information, contact your account rep.
Thursday, July 30, 2009
Tuesday, July 28, 2009
NAS Talent Strategist Provides Vital Market Analysis for Healthcare Clients
Dallas, TX (PRWEB) July 27, 2009 – Kristine Rhodes, Dallas-based Talent Strategist for NAS Recruitment Communications, announced today that recently added metrics tools are helping HR healthcare clients attract the best from a select talent pool.
“NAS Insights’ new online healthcare metrics tool,” Rhodes said, “gives us an additional set of critical data that pinpoints a specific audience. These customized reports are the foundation of a successful recruitment and retention program.”
According to Rhodes, developing a strategic workforce planning initiative requires many building blocks.
“We create healthcare hotsheets for our clients,” Rhodes said. “These monthly reports provide the market analysis that gives them an edge over their competition and helps them make informed decisions. A demographic profile with information about the area’s population, median age, education levels, and unemployment rate can determine the probability of persuading a candidate to relocate and, consequently, whether or not a segment of the budget should be earmarked for national advertising. A report such as the Texas RN Workforce profile provides specifics about the area’s current workforce, including the fact that, by 2020, the demand for RNs in Texas is expected to grow 86%, while the supply will grow only 53%.”
To find out more about how NAS Insights can create a customized market profile for your healthcare organization, contact us today.
“NAS Insights’ new online healthcare metrics tool,” Rhodes said, “gives us an additional set of critical data that pinpoints a specific audience. These customized reports are the foundation of a successful recruitment and retention program.”
According to Rhodes, developing a strategic workforce planning initiative requires many building blocks.
“We create healthcare hotsheets for our clients,” Rhodes said. “These monthly reports provide the market analysis that gives them an edge over their competition and helps them make informed decisions. A demographic profile with information about the area’s population, median age, education levels, and unemployment rate can determine the probability of persuading a candidate to relocate and, consequently, whether or not a segment of the budget should be earmarked for national advertising. A report such as the Texas RN Workforce profile provides specifics about the area’s current workforce, including the fact that, by 2020, the demand for RNs in Texas is expected to grow 86%, while the supply will grow only 53%.”
To find out more about how NAS Insights can create a customized market profile for your healthcare organization, contact us today.
Monday, July 20, 2009
Recession has HR Organizations Playing “Catch-up” with Candidates
Polls Show Job Seekers Adopting Alternative Search Methods Quicker than HR.
Cleveland, OH (PRWEB) July 20, 2009 –While HR organizations have dramatically scaled back their recruiting in the economic downturn, many have learned they must embrace new recruiting habits now if they want to attract top candidates before the inevitable turnaround, according to NAS Interactive, a division of NAS Recruitment Communications.
At a recent learning event for HR professionals co-hosted by NAS and job aggregator SimplyHired, attendees were polled about their current hiring practices. Over 80% still relied primarily on the major job boards for posting job openings.
However, the habits of job seekers have dramatically changed. Studies by digital measurement giant comScore has found that 60% of all job searches today are being conducted through search engines and job aggregators, versus a total of 40% on the big three boards—CareerBuilder, Monster and Yahoo!—combined.
“Most HR professionals recognize how quickly the digital landscape is changing, and that they need to continually put new practices into play to attract top talent,” said Caroline Slomski, NAS Interactive Marketing Strategist. “It’s why our Social Networking Boot Camps and interactive media webinars prove so popular. But we don’t want clients to just follow the trends. We encourage our clients to put the kind of analytics in place that will help them understand what is working and what is not. Where are your candidates coming from today, versus six months ago? Which channels—both paid and unpaid—are bringing in the most completed applications? And how can you adjust your strategy so you can maximize your ROI?”
“There are so many opinions out there on what’s working and what’s not,” said NAS Vice President of Development Stephan Kruger. “That’s why every organization needs real data that tracks what media their candidates are attracted to, and how they respond with the employment message. It lets you react to changes in the landscape as they occur, so you’re always in the driver’s seat.”
NAS Interactives analytics tools, such as Total Source Tracker, can help organizations track candidates from all media - from initial click to completed application - so they can measure media efficiency and reduce overall advertising spend.
To find out more about NAS’ comprehensive array of Digital Recruitment Solutions, please contact your Account Manager today.
Cleveland, OH (PRWEB) July 20, 2009 –While HR organizations have dramatically scaled back their recruiting in the economic downturn, many have learned they must embrace new recruiting habits now if they want to attract top candidates before the inevitable turnaround, according to NAS Interactive, a division of NAS Recruitment Communications.
At a recent learning event for HR professionals co-hosted by NAS and job aggregator SimplyHired, attendees were polled about their current hiring practices. Over 80% still relied primarily on the major job boards for posting job openings.
However, the habits of job seekers have dramatically changed. Studies by digital measurement giant comScore has found that 60% of all job searches today are being conducted through search engines and job aggregators, versus a total of 40% on the big three boards—CareerBuilder, Monster and Yahoo!—combined.
“Most HR professionals recognize how quickly the digital landscape is changing, and that they need to continually put new practices into play to attract top talent,” said Caroline Slomski, NAS Interactive Marketing Strategist. “It’s why our Social Networking Boot Camps and interactive media webinars prove so popular. But we don’t want clients to just follow the trends. We encourage our clients to put the kind of analytics in place that will help them understand what is working and what is not. Where are your candidates coming from today, versus six months ago? Which channels—both paid and unpaid—are bringing in the most completed applications? And how can you adjust your strategy so you can maximize your ROI?”
“There are so many opinions out there on what’s working and what’s not,” said NAS Vice President of Development Stephan Kruger. “That’s why every organization needs real data that tracks what media their candidates are attracted to, and how they respond with the employment message. It lets you react to changes in the landscape as they occur, so you’re always in the driver’s seat.”
NAS Interactives analytics tools, such as Total Source Tracker, can help organizations track candidates from all media - from initial click to completed application - so they can measure media efficiency and reduce overall advertising spend.
To find out more about NAS’ comprehensive array of Digital Recruitment Solutions, please contact your Account Manager today.
Friday, July 10, 2009
NAS Believes in the Recruitment Power of Video
NAS Recruitment Communications has recently announced the release of an innovative streaming video, spotlighting the corporate office and career opportunities at Helzberg Diamonds.
The video engages candidates in a day-of-the-life experience for a Helzberg employee. The upbeat monologue and fast paced clips of employees working together, sprinkled with scenes from Kansas City’s booming downtown provides the candidate with a unique insight into Helzberg’s culture, history and benefits.
This is an experience that the candidate can’t find in a job description or static benefits page. The power of video allows candidates the opportunity to determine if this is an organization that they can see themselves working for in five, 10, even 15 years down the road.
You can view the video here.
Another endorsement to support the importance of using video comes from Jan Zlotowicz, Vice President of Human Resources at the Motion Picture & Television Fund. “It is wonderful to have a recruitment video that so beautifully expresses the warmth and compassion that is a large part of the MPTF organization."
“In this era of YouTube, digital video is an essential part of any effective Web 2.0 strategy,” said Greg Rousseau, NAS Vice President/Southwestern Region.
To discover how NAS can help you capture todays A-level talent through effective use of emerging media, please contact your account rep today.
The video engages candidates in a day-of-the-life experience for a Helzberg employee. The upbeat monologue and fast paced clips of employees working together, sprinkled with scenes from Kansas City’s booming downtown provides the candidate with a unique insight into Helzberg’s culture, history and benefits.
This is an experience that the candidate can’t find in a job description or static benefits page. The power of video allows candidates the opportunity to determine if this is an organization that they can see themselves working for in five, 10, even 15 years down the road.
You can view the video here.
Another endorsement to support the importance of using video comes from Jan Zlotowicz, Vice President of Human Resources at the Motion Picture & Television Fund. “It is wonderful to have a recruitment video that so beautifully expresses the warmth and compassion that is a large part of the MPTF organization."
“In this era of YouTube, digital video is an essential part of any effective Web 2.0 strategy,” said Greg Rousseau, NAS Vice President/Southwestern Region.
To discover how NAS can help you capture todays A-level talent through effective use of emerging media, please contact your account rep today.
Subscribe to:
Posts (Atom)
Posts
