Niche Site Creates Positive Outcome for St. John West Shore Hospital.

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.

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.

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.

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.

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.

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.

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.

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 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.

Strong Brands Thrive in Spite of the Economy

Cleveland, OH (PRWEB) June 29, 2009 –NAS Recruitment Communications announced today the launch of Children’s Hospital Boston’s Case Study Microsite, spotlighting the power and success of a breakthrough Employment Brand.

Since its inception two years ago, the award-winning “Do Big Things” Employment Brand has showcased Children’s worldwide position in the healthcare industry. Viewers to the NAS interactive microsite will experience for themselves how building a distinctive Employment Brand can capture not only candidates’ attention, but also become a key differentiator for the entire organization.

“We are proud of what we have accomplished for our partners at Children’s,” said Emily Hargrave, NAS Senior Account Manager. “The multimedia campaign has achieved its goals because the brand ensures consistency of message. Even when our budgets are challenging, having a powerful brand helps create tremendous efficiencies and the best possible ROI.”

“Employment Brand equity built today is equity here to stay,” stated Charles Davis, Senior Creative Strategist and leader of the Children’s brand development team. “Deploying robust Employment Brands gives our clients a long-term position in the marketplace.”

You can visit the NAS Children’s Hospital Boston Microsite at http://nasrecruitment.com/CaseStudies/MicroSites/ChildrensHospitalBoston/default.asp.

Connect with your NAS Rep for an Employment Brand that can do big things for you.

NAS and SimplyHired to Offer Tips for Maximizing Draw from Job Aggregators

Webinar will teach strategies that help you compete for talent on today’s hot job sites.

Cleveland, OH (PRWEB) June 22, 2009 –NAS Interactive, a division of NAS Recruitment Communications, announced that it will team up with SimplyHired to present “Maximize Your Candidate Engagement through Job Aggregators,” a special webinar to be hosted Tuesday, July 7th at 2:00 p.m. EST.

Caroline Slomski, National Internet Strategist for NAS, and Felicia Jamin, Manager of Agency Relations for SimplyHired, will co-host the hour-long presentation. Attendees will learn how HR organizations can maximize the power of job-centric search engines and the strategies that can put their jobs in front of candidates more efficiently and economically.

“Online activity trends among job seekers are rapidly changing. More and more, they’re turning to job aggregators like SimplyHired because of its ability to streamline the job search process,” said Slomski. “Knowing how to position your jobs to be seen on these sites through strategies like pay-per-click is imperative for organizations today.”

Aggregators collect job postings from databases across the Web, including employer websites, traditional job boards like Monster and CareerBuilder, and others. For candidates, aggregators offer seekers the chance to see positions from multiple organizations and sources served up at a single site. NAS has found that job aggregators provide significant traffic to client career sites and can be an essential component to companies’ recruitment marketing strategy. Webinar participants will learn strategies that can help them improve their rankings and provide cost-effective results.

“Organizations are searching for innovative advertising options that are measurable and extremely cost-effective,” Slomski remarked, “and they’ll find it in search engine strategies like the ones we will present. These are strategies that will be recruitment staples in years to come, and organizations that want to be competitive when the economy rebounds need to get on board now.”

To register for the July 7th webinar presentation, please visit http://nasinteractive.com/survey/nas/SimplyHired.aspx

Article: 3 Good Things About Hiring via Social Media

What’s so great about hiring someone you’ve connected with through social media? Certainly nothing greater than if they were hired from an employment agency, a job board, or a career fair, if they turn out to perform well. But with a hat tip to Sacha Chua, some of the advantages of social media are:

The company’s more prepared, and can conduct better interviews and be better at selection. If every interviewer, from recruiter to manager to senior management (if they’re involved), has read the candidate’s blog, viewed his/her videos, or perused their Tweets, they’re better prepared going in.

The candidate’s more prepared. If the candidate has read about a company on Glassdoor.com, connected with current employees on LinkedIn, looked at what company employees are saying on Facebook, kept up with a company blog, and so on, they know more than they would by looking at company marketing-speak. They can decide themselves that they do or don’t fit.

Onboarding. No more nervously asking random people, “tell me where the bathroom is again?” Life’s easier on the new employee because they know a lot of people on Day 1 — or at least recognize them from their Twitter photos.

Read full article here.

Allow NAS to help you sort through the confusion that surrounds Social Media and take ownership of your employment brand by contacting your NAS Rep today.

Recognize your Employees with PRIDE

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.

View June's NAS Pride Select Products here: http://nasrecruitment.com/pride/NAS_PRIDE_June_2009.pdf

To receive a custom quote or place an order, please contact your NAS Account Rep today.

NAS takes Search Engine Optimization and Marketing for Recruitment Mobile

Job Search on mobile devices increasing

Cleveland, OH (PRWEB) June 1, 2009 – Your next job applicant may find your employment opportunity by phone, say the Search Engine Marketing Specialists at NAS Interactive. Studies show an increase in the number of searches from job seekers using their mobile devices. Out of all cell phone users, on an average day, 58% of adults use their devices, including PDAs, for at least one non-voice data application, such as text, email, photos, maps or directions, or completing a job application.

“The demographics for iPhone users are very compelling,” said Kevin Hawkins, NAS Interactive Strategist. “We see a marked increase in traffic from mobile devices in industries such as Banking, Technology and Healthcare, where nearly 22.4 million U.S. mobile users are using their devices to go on the Web.

Today, despite the global economic downturn, the demand for mobile broadband is on the rise. Mobile experts indicate that there will be more than 1 billion mobile broadband users by 2013 and our clients need to be ‘mobile ready.’”

Hawkins and members of NAS Smart Clicks Center, the firm’s Search Engine Marketing team, are already preparing for the next recruitment trend, studying and developing optimized mobile-ready websites and targeted campaigns designed to extend the reach of text and image campaigns to mobile devices with full HTML Internet browsers, such as the T-Mobile G1 and Apple iPhone.

“This new option will allow our clients to display their Web pages and search engine ads specifically on these devices; deliver mobile-specific calls to action and reach their audience when they're on the go; and get separate performance reporting so they can more effectively reach target audiences with the right message at the right time, ” said Hawkins.

When combined with a comprehensive measurement tool like Total Source Tracker, NAS can identify page traffic and search engine campaigns that successfully target mobile users by measuring how many individuals apply for jobs while using a mobile device.

To learn more NAS digital recruitment solutions, please contact your NAS rep today.

Article: Why Tweeting Has Become an Ad Agency’s Main Job-Posting Strategy; Plus Six Tips for Using Twitter as a Recruiting Tool

If it seems like every word in the dictionary now begins with “Tw,” it’s not just your imagination.

In February, Twitter had nearly 7.1 million users, with a growth rate of 1,382 percent from the year before, according to Nielsen NetView. As mainstream America braces for the Twitter storm, talent acquisition professionals are just beginning to uncover all the social network has to offer.

Little more than nine months ago, at digital advertising agency Organic, we began to incorporate Twitter into our social media recruiting strategy. We held a “Twitter Twaining” with our recruiters, introducing them to capabilities of the network, along with helpful accompanying apps and instruction on how to search for key talent.

They ran with it, and in a short time, Twitter has become the anchor of Organic’s job posting strategy. In fact, today more than three-quarters of our jobs are placed solely on social media sites such as Twitter (along with LinkedIn, Facebook and, of course, the company Web site). Only a quarter of our postings are posted on traditional job boards such as Coroflot, Mediabistro, Monster and TalentZoo.

Why are we weaning ourselves from traditional job boards?

Simple: We get results from social networking tools with no expense. Every day we discover new and innovative ways to use social media for our recruiting efforts.

Read the entire article plus Six Tips for Using Twitter as a Recruiting Tool here.

For consultation on developing your social media recruitment strategy, please contact your NAS Account Manager.

Source: Workforce Management, by Tracy Cote and Traci Armstrong

NAS Launches Social Network Training Initiative

Webinar helps organizations position themselves to reach broader audiences

Cleveland, OH (PRWEB) May 11, 2009 –NAS Interactive, a division of NAS Recruitment Communications, announced today the launch of a new training offering for recruitment professionals: Recruiter’s Social Networking Boot Camp. The announcement came on the heels of a successful webinar NAS Interactive co-hosted with popular social network LinkedIn, “Using Social Media as Part of your Talent Sourcing Strategy.”

“Even before the presentation ended, we had received dozens of requests from participants for training on how to get a viable social networking strategy up and running,” said Kevin Hawkins, National Internet Strategist for NAS. “We recognize it can be daunting to determine where to begin engaging for recruitment. Our training will help organizations supercharge their online recruitment team with a comprehensive knowledge base of social media, access to the top time-saving tools and the blueprint for a comprehensive social media campaign—from launch through measurement.”

Recruiter’s Social Networking Boot Camp will guide organizations and recruiting staff through the maze of social media sites and develop a strategy for brand extension, outreach and engagement. And, as conversations that affect your brand as an employer are happening every day—in environments you may not know about— Recruiter’s Social Networking Boot Camp will include tools and techniques for online Brand Reputation Management. That means not only will you be able to identify where conversations about your brand are taking place online, but you’ll also be able to quickly respond to and engage in those conversations.

To learn more about NAS’ digital recruitment solutions, please contact your dedicated NAS rep today.

May's PRIDE Incentives

Looking for something to raise interest in your company and create a lasting positive impression?

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.

Check out this month’s NAS Pride Select Products here.

Contact one of our dedicated Account Managers to learn more or place your PRIDE order today.

NAS, LinkedIn to share Social Networking secrets

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.

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.

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.