Banners and radio prove to be effective support options.
Cleveland, OH (PRWEB) September 8, 2009 – In urgent need of hiring experienced RNs, St. John West Shore Hospital (SJWS) in Cleveland, Ohio, turned to NAS Recruitment Communications to develop an exciting new branding campaign to launch in coordination with an open house to meet its recruitment needs.
To attract the attention of practiced RNs, NAS created an employment brand for SJWS that used photos of employees in real-life scenarios of the daily work at the hospital. It also utilized a multi-pronged media advertising approach, which utilized online components. A rich-media corner-peel ad - where one corner of the Web page expands to cover the screen upon mouse-over - was created on the homepage of Cleveland.com, the area’s local website. When job seekers clicked on the ad, they were directed to a splash page that displayed pertinent information about the open house and SJWS’ Web address, where potential candidates could apply online if they were unable to attend. A banner was developed to run on a local news website called MomsLikeMe.com, targeting the targeted female demographic. In addition, NAS created a succinct ten-second radio commercial that aired two weeks prior to the open house event.
NAS successfully measured activity from the corner-peel ad on Cleveland.com, based on the number of click-throughs. Results showed that the ad produced high-volume traffic and was a crucial component to the strong campaign. Sixty-five RNs attended the event and 21 interviews were scheduled. SJWS has already hired six RNs from the open house and continue to interview.
According to Jeanne Gregg, Employment Coordinator for SJWS, the event “…was terrific! We had a huge turnout and lots of fun! NAS was a valuable partner in the process.”
NAS can evaluate niche websites for other clients and make recommendations regarding job postings, banner advertisements, videos and other online options that are available. Please contact your NAS Account Manager and allow us to help you fulfill your recruitment and hiring needs.
Wednesday, September 9, 2009
Monday, August 31, 2009
NAS to reveal metric and SEO secrets
Webinar will teach tools and techniques to guide sourcing decisions
Cleveland, OH (PRWEB) August 31, 2009 – NAS Interactive, a division of NAS Recruitment Communications, will present “Making Your Career Site Work for You: Let Metrics Guide Your Sourcing Strategy,” a special webinar to be hosted Wednesday, September 15th at 2:00 p.m. EST.
Caroline Slomski, Interactive Marketing Strategist, and Kevin Hawkins, National Internet Strategist for NAS, will co-host the hour-long presentation. Those attending the session will learn how many HR organizations are already successfully combining powerful new metric tools—tools that can map candidate activity through to application—with SEO techniques to increase their return on media investment and drive more qualified candidates to apply. All at a fraction of what most companies invest in print ads and online postings.
“Until recently, HR organizations relied heavily on media feedback and candidate self-sourcing tools to guide their sourcing decisions,” said Slomski. “However, most media metrics only report the number of clicks, impressions and other means of measuring initial engagement. And candidate self-sourcing—asking candidates to identify what source drove them to the application on a form within the ATS—offers organizations unreliable information at best. Our metrics can track through to the ATS, giving our clients a far more reliable method of source tracking than media feedback or an aided drop-down box.
“Tools like our Total Source Tracker help clients find out if the media sources they are paying for are converting the highest number of completed applications, or if there are other sources—like job aggregators or search engine traffic—that are giving them better results. If so, knowing how to optimize your site to take advantage of this traffic can help you maximize your ROI.”
To register for the September 15th webinar presentation, or to learn more about NAS’ comprehensive metrics tools, including Total Source Tracker, please contact your Account Rep.
Cleveland, OH (PRWEB) August 31, 2009 – NAS Interactive, a division of NAS Recruitment Communications, will present “Making Your Career Site Work for You: Let Metrics Guide Your Sourcing Strategy,” a special webinar to be hosted Wednesday, September 15th at 2:00 p.m. EST.
Caroline Slomski, Interactive Marketing Strategist, and Kevin Hawkins, National Internet Strategist for NAS, will co-host the hour-long presentation. Those attending the session will learn how many HR organizations are already successfully combining powerful new metric tools—tools that can map candidate activity through to application—with SEO techniques to increase their return on media investment and drive more qualified candidates to apply. All at a fraction of what most companies invest in print ads and online postings.
“Until recently, HR organizations relied heavily on media feedback and candidate self-sourcing tools to guide their sourcing decisions,” said Slomski. “However, most media metrics only report the number of clicks, impressions and other means of measuring initial engagement. And candidate self-sourcing—asking candidates to identify what source drove them to the application on a form within the ATS—offers organizations unreliable information at best. Our metrics can track through to the ATS, giving our clients a far more reliable method of source tracking than media feedback or an aided drop-down box.
“Tools like our Total Source Tracker help clients find out if the media sources they are paying for are converting the highest number of completed applications, or if there are other sources—like job aggregators or search engine traffic—that are giving them better results. If so, knowing how to optimize your site to take advantage of this traffic can help you maximize your ROI.”
To register for the September 15th webinar presentation, or to learn more about NAS’ comprehensive metrics tools, including Total Source Tracker, please contact your Account Rep.
Thursday, August 20, 2009
Are Mobile Job Alerts Turning Job Seekers into Pavlov's Poodle?
Still not sold on the need to use twitter, email or mobile job alerts to engage candidates? What if a simple mobile TXT campaign could make a potential candidate get excited, fill them with anticipation and even, pleasure? Would you use it then?
Imagine this: you are Pavlov's Poodle and your Twitter Alert, TXT message notification, incoming wall post notice (along with other social media 'incoming content' cues) are all bells triggering a behavioral response. Triggering, in fact, your brain's pleasure centers and creating a loops which virtually assures continued engagement. In "Seeking. How the brain hard-wires us to love Google, Twitter, and texting. And why that's dangerous." Emily Yoffe reveals some amazing research shedding light on how the acts of searching and finding trigger pleasure centers in the brain. Remember those studies with lab rats who would ignore food as long as they could press a button to stimulate their brain's pleasure centers? Well -- essentially we're the rats and Google is the button. One of many such 'buttons' like mobile phone TXTs, Tweets, emails, etc.
According to the results from some researchers, it isn't even the act of getting a reward which is the most powerful element in this phenomena. The acts of wanting and seeking or EXPECTING new information can become more addictive and pleasurable than actually getting the information in question. So you sit down to search for one item of information and find yourself still online an hour later performing search-after-search, caught in a loop where the act of seeking is just as important and fulfilling as actually finding what you are looking for. This is called a seeking/wanting system and if you've ever felt a shiver of excitement or anticipation at the incoming tone for a TXT message, tweet or email you have experienced the phenomena first-handed.
NAS' Kevin Hawkins continues to explain why job alerts are a must in todays recruitment landscape here.
Learn more about how your company can leverage job alerts and mobile and social recruiting by contacting your Account Rep.
Imagine this: you are Pavlov's Poodle and your Twitter Alert, TXT message notification, incoming wall post notice (along with other social media 'incoming content' cues) are all bells triggering a behavioral response. Triggering, in fact, your brain's pleasure centers and creating a loops which virtually assures continued engagement. In "Seeking. How the brain hard-wires us to love Google, Twitter, and texting. And why that's dangerous." Emily Yoffe reveals some amazing research shedding light on how the acts of searching and finding trigger pleasure centers in the brain. Remember those studies with lab rats who would ignore food as long as they could press a button to stimulate their brain's pleasure centers? Well -- essentially we're the rats and Google is the button. One of many such 'buttons' like mobile phone TXTs, Tweets, emails, etc.
According to the results from some researchers, it isn't even the act of getting a reward which is the most powerful element in this phenomena. The acts of wanting and seeking or EXPECTING new information can become more addictive and pleasurable than actually getting the information in question. So you sit down to search for one item of information and find yourself still online an hour later performing search-after-search, caught in a loop where the act of seeking is just as important and fulfilling as actually finding what you are looking for. This is called a seeking/wanting system and if you've ever felt a shiver of excitement or anticipation at the incoming tone for a TXT message, tweet or email you have experienced the phenomena first-handed.
NAS' Kevin Hawkins continues to explain why job alerts are a must in todays recruitment landscape here.
Learn more about how your company can leverage job alerts and mobile and social recruiting by contacting your Account Rep.
Friday, August 14, 2009
Considering a Recruitment Video?
If you have been toying with the idea of implementing a recruitment video, check out this great article from ere.net.
Why Recruiting Has to Go Video
We live in a world of pictures, movies, and sound. The printed word is being replaced and expanded by cheap, easy access to video websites like YouTube as well as sites such as Hulu.com and Veoh.com.
According to Gartner, Inc., the world’s leading information technology research and advisory company, more than 25 percent of the content that workers view each day will be dominated by pictures, video or audio by 2013.
As of this past February, emarketer.com ranked YouTube as the fifth-most popular website in the United States, eclipsed only by the likes of Google (who owns YouTube), Yahoo, and Microsoft.
Video, combined with the Internet, is a game-changer for recruiting. Used together they create a better candidate experience and raise the likelihood of a better hire. They also enrich recruiters by giving them a much deeper perspective on a candidate, in less time, than has ever been possible.
Video is particularly attractive to Gen Y — those young people between 20 and 29 who total about 70 million people. They are avid users of video and expect to be marketed to, taught, entertained, and recruited by video. Go to an Apple store and watch what young folks are doing: watching videos or movies or looking at pictures using the Internet. I rarely see any of them reading an article or an online newspaper.
They have been raised on television and those in the 25 to 34 age group watch more than 140 hours of it each quarter. The percentage of people watching videos and movies on the Internet has nearly doubled since 2006 and is now over 60% of all Internet users.
Some organizations are already leveraging the Internet and video to give them a competitive edge in reaching the millions of people who regularly use such sites as YouTube and Hulu.
Here is how they are doing it:
To showcase their company
They are creating career sites that are heavy with short videos featuring tours of the company, interviews with executives, candid chats with employees, and day-in-the-life scenarios of what people in particular positions do all day. They may include videos about the local area or videos that have been made by news agencies about the company. Examples of excellent career sites that contain video include those of KPMG, Deloitte, and Whirlpool. These have all won awards for excellence based on the success they have had in recruiting the talent they need using their career site. Companies such as RecruitTV and Thinktalk provide the expertise and service to help you produce these kinds of videos.
An interactive, video-based website is the core requirement for employment branding and may be the single best thing you can do to improve your success in attracting and hiring the people you want.
Read the full article here.
For more information about producing a recruitment video for your company, contact your account rep today.
Why Recruiting Has to Go Video
We live in a world of pictures, movies, and sound. The printed word is being replaced and expanded by cheap, easy access to video websites like YouTube as well as sites such as Hulu.com and Veoh.com.
According to Gartner, Inc., the world’s leading information technology research and advisory company, more than 25 percent of the content that workers view each day will be dominated by pictures, video or audio by 2013.
As of this past February, emarketer.com ranked YouTube as the fifth-most popular website in the United States, eclipsed only by the likes of Google (who owns YouTube), Yahoo, and Microsoft.
Video, combined with the Internet, is a game-changer for recruiting. Used together they create a better candidate experience and raise the likelihood of a better hire. They also enrich recruiters by giving them a much deeper perspective on a candidate, in less time, than has ever been possible.
Video is particularly attractive to Gen Y — those young people between 20 and 29 who total about 70 million people. They are avid users of video and expect to be marketed to, taught, entertained, and recruited by video. Go to an Apple store and watch what young folks are doing: watching videos or movies or looking at pictures using the Internet. I rarely see any of them reading an article or an online newspaper.
They have been raised on television and those in the 25 to 34 age group watch more than 140 hours of it each quarter. The percentage of people watching videos and movies on the Internet has nearly doubled since 2006 and is now over 60% of all Internet users.
Some organizations are already leveraging the Internet and video to give them a competitive edge in reaching the millions of people who regularly use such sites as YouTube and Hulu.
Here is how they are doing it:
To showcase their company
They are creating career sites that are heavy with short videos featuring tours of the company, interviews with executives, candid chats with employees, and day-in-the-life scenarios of what people in particular positions do all day. They may include videos about the local area or videos that have been made by news agencies about the company. Examples of excellent career sites that contain video include those of KPMG, Deloitte, and Whirlpool. These have all won awards for excellence based on the success they have had in recruiting the talent they need using their career site. Companies such as RecruitTV and Thinktalk provide the expertise and service to help you produce these kinds of videos.
An interactive, video-based website is the core requirement for employment branding and may be the single best thing you can do to improve your success in attracting and hiring the people you want.
Read the full article here.
For more information about producing a recruitment video for your company, contact your account rep today.
Monday, August 10, 2009
New Career Site by NAS Helps Helzberg Diamonds Shine
Employment Culture Featured to Attract A-Level Talent.
Kansas City, MO (PRWEB) August 10, 2009 – Maximizing the impact of career site positioning and the intrinsic value it places on an organization as an employer of choice is something that Helzberg Diamonds embraces and endorses. To strategically position themselves apart from their competition, the Human Resources Department at Helzberg Diamonds made the decision to have NAS Recruitment Communications develop a career site that enhances the candidate experience.
“Helzberg wants job candidates to better understand their work culture, benefits and opportunities. With our creation of a new career site and accompanying employment video, they have successfully positioned themselves as a progressive, front-runner in talent acquisition,” said C.T. Trivella, Director, NAS Kansas City. “Helzberg Diamonds takes great pride in the messaging on their career site, and has worked closely with NAS to reinforce and communicate their employment value proposition.”
According to Daphne Means, Director of Recruiting and HR Field Operations for Helzberg Diamonds, “We’ve seen such positive results from our new employment site, thanks to the partnership we have with NAS. Now applicants can truly understand what it’s like to work at Helzberg Diamonds and know what our company stands for...which ultimately leads to a higher-quality applicant pool.”
“Because of the work we’ve done with NAS,” she continued, “more and more job seekers come directly to our website to get information on careers with Helzberg Diamonds. This is an investment that will continue to pay off as we reduce our reliance on other costly advertising methods, such as job boards, to get our employment brand recognized.”
View Helzberg's career site at www.helzberg.jobs.
To find out more about how NAS Insights can create a customized career site for your organization, contact your NAS office.
Kansas City, MO (PRWEB) August 10, 2009 – Maximizing the impact of career site positioning and the intrinsic value it places on an organization as an employer of choice is something that Helzberg Diamonds embraces and endorses. To strategically position themselves apart from their competition, the Human Resources Department at Helzberg Diamonds made the decision to have NAS Recruitment Communications develop a career site that enhances the candidate experience.
“Helzberg wants job candidates to better understand their work culture, benefits and opportunities. With our creation of a new career site and accompanying employment video, they have successfully positioned themselves as a progressive, front-runner in talent acquisition,” said C.T. Trivella, Director, NAS Kansas City. “Helzberg Diamonds takes great pride in the messaging on their career site, and has worked closely with NAS to reinforce and communicate their employment value proposition.”
According to Daphne Means, Director of Recruiting and HR Field Operations for Helzberg Diamonds, “We’ve seen such positive results from our new employment site, thanks to the partnership we have with NAS. Now applicants can truly understand what it’s like to work at Helzberg Diamonds and know what our company stands for...which ultimately leads to a higher-quality applicant pool.”
“Because of the work we’ve done with NAS,” she continued, “more and more job seekers come directly to our website to get information on careers with Helzberg Diamonds. This is an investment that will continue to pay off as we reduce our reliance on other costly advertising methods, such as job boards, to get our employment brand recognized.”
View Helzberg's career site at www.helzberg.jobs.
To find out more about how NAS Insights can create a customized career site for your organization, contact your NAS office.
Monday, August 3, 2009
August PRIDE Ideas
If you are looking for a way to kick off a new campaign, make a lasting impact at upcoming career fairs or inspire pride within your organization, check out some our monthly PRIDE spotlight items below.
August PRIDE Items
Healthcare PRIDE Items
To place an order or a custom request, please contact your agency rep today.
August PRIDE Items
Healthcare PRIDE Items
To place an order or a custom request, please contact your agency rep today.
Thursday, July 30, 2009
NAS Puts Geographical Intelligence on the Map
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.
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.
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