Posted by Laura McPeck, Director of Total Quality, Business Development
I’d like to welcome you all and introduce you to our new blog NAS TalentTalk by visiting –
http://nasrecruitment.com/blog/b/nas-talent-talk/default.aspx
The NAS TalentTalk blog is hosted on our new site http://www.nasrecruitment.com/ and we invite you to subscribe to receive blog updates.
Check out our recent blog post recapping the Social Recruiting Summit in NYC by visiting http://bit.ly/2TIgFz.
Thursday, November 19, 2009
Friday, September 25, 2009
Betting on Search Engine Marketing for Better Talent
Posted by Laura McPeck, Director of Total Quality, Business Development
From cities to casinos, more employers are utilizing SEM for visibility and results
Cincinnati, OH (PRWEB) September 24, 2009 – In today’s tough economy, restrictions on recruitment budgets mean more organizations are looking to strategies that really perform. According to NAS Recruitment Communications, it’s why such a wide variety of organizations have turned to search engine marketing strategies as a means of maximizing their recruitment budgets.
“Our clients are quickly finding success in strategies like Pay-Per-Click (PPC) campaigns,” says Amy Walsman, Director of Business Development in Cincinnati, Ohio. “Clients such as Frisch’s, Belterra Resort & Casino, and even the City of Cincinnati are among the latest companies that are diving into this kind of medium to find the quality candidates they need. Clients like the fact that PPC campaigns are flexible and can work within any budget.”
“Plus, search engine marketing strategies like PPC campaigns are among the most measurable forms of marketing. Belterra Casino & Resorts, for example, has an SEM campaign that continues to see positive growth month after month. Their number of impressions continues to decrease, while the number of clicks continues to improve – thus Belterra is spending less money to generate the same number, or more, of responses than they had in the previous months.”
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.
“Search engine marketing strategies not only keep opportunities visible, but also drive top-of-mind brand awareness and help position an organization as an employer of choice in their industry,” says Walsman.
From cities to casinos, more employers are utilizing SEM for visibility and results
Cincinnati, OH (PRWEB) September 24, 2009 – In today’s tough economy, restrictions on recruitment budgets mean more organizations are looking to strategies that really perform. According to NAS Recruitment Communications, it’s why such a wide variety of organizations have turned to search engine marketing strategies as a means of maximizing their recruitment budgets.
“Our clients are quickly finding success in strategies like Pay-Per-Click (PPC) campaigns,” says Amy Walsman, Director of Business Development in Cincinnati, Ohio. “Clients such as Frisch’s, Belterra Resort & Casino, and even the City of Cincinnati are among the latest companies that are diving into this kind of medium to find the quality candidates they need. Clients like the fact that PPC campaigns are flexible and can work within any budget.”
“Plus, search engine marketing strategies like PPC campaigns are among the most measurable forms of marketing. Belterra Casino & Resorts, for example, has an SEM campaign that continues to see positive growth month after month. Their number of impressions continues to decrease, while the number of clicks continues to improve – thus Belterra is spending less money to generate the same number, or more, of responses than they had in the previous months.”
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.
“Search engine marketing strategies not only keep opportunities visible, but also drive top-of-mind brand awareness and help position an organization as an employer of choice in their industry,” says Walsman.
Tuesday, September 22, 2009
NAS Insights for Health Care Recruiting
Posted by Laura McPeck, Director of Total Quality, Business Development
NAS Insights is pleased to present the following breaking news of interest to those professionals engaged in the field of health care recruitment:
Health Care Reform Could Stretch Primary Care Workforce Thin
If federal health care reform achieves its goal of providing health coverage to most of the 46.3 million uninsured Americans, it could strain a large segment of the local medical provider workforce, many experts warn.
Click on the link below to read article...
http://southflorida.bizjournals.com/southflorida/stories/2009/09/21/story11.html?b=1253505600%5E2112851
Study Shows Feds Will Need to Fill Health-Related Jobs in Maryland
The U.S. government will need to hire more than 50,000 new doctors, nurses and other health professionals nationwide in the next three years, according to a new study.
Click on the link below to read article...
http://somd.com/news/headlines/2009/10470.shtml
NAS Insights provides customized market, media, demographic and other recruitment communications information as part of our service to our clients. Visit us at http://nasrecruitment.com/talenttips/nasInsights.html.
NAS Insights is pleased to present the following breaking news of interest to those professionals engaged in the field of health care recruitment:
Health Care Reform Could Stretch Primary Care Workforce Thin
If federal health care reform achieves its goal of providing health coverage to most of the 46.3 million uninsured Americans, it could strain a large segment of the local medical provider workforce, many experts warn.
Click on the link below to read article...
http://southflorida.bizjournals.com/southflorida/stories/2009/09/21/story11.html?b=1253505600%5E2112851
Study Shows Feds Will Need to Fill Health-Related Jobs in Maryland
The U.S. government will need to hire more than 50,000 new doctors, nurses and other health professionals nationwide in the next three years, according to a new study.
Click on the link below to read article...
http://somd.com/news/headlines/2009/10470.shtml
NAS Insights provides customized market, media, demographic and other recruitment communications information as part of our service to our clients. Visit us at http://nasrecruitment.com/talenttips/nasInsights.html.
Thursday, September 17, 2009
Salary Analytics Help Employers Remain Competitive
Posted by Laura McPeck, Director of Total Quality, Business Development
Cleveland, OH (PRWEB) September 17, 2009 – When you need credible salary analytics for compensation and salary planning, relocations, or pay data to gauge competitive salaries, NAS Insights, the centralized research operation of NAS Recruitment Communications, can provide up-to-date customized salary information in an instant.
Whether you need to set area benchmarks for a single job or multiple position titles for a single area, NAS can help. Armed with the latest salary data available from the benchmark survey firm, Economic Research Institute (ERI), NAS Insights offers customized reports based on your specifications for industry, location and size.
Need salary ranges for a nurse practitioner or a website developer? Data is available for more than 5,000 non-executive position titles in the U.S. and Canada. The data covers 11 different industry categories, including nearly 900 titles from the healthcare industry. Looking for salary information for both large and small towns? Salary ranges for position titles are on hand for more than 8,000 U.S. and Canadian city locations.
“Salary information can undoubtedly be one of the most powerful instruments available to employers for attracting, motivating and retaining A-level talent,” according to Tracy Wharton, Director of NAS Insights. “Our goal is to make sure our clients have the most appropriate and competitive salary ranges for key positions.”
Cleveland, OH (PRWEB) September 17, 2009 – When you need credible salary analytics for compensation and salary planning, relocations, or pay data to gauge competitive salaries, NAS Insights, the centralized research operation of NAS Recruitment Communications, can provide up-to-date customized salary information in an instant.
Whether you need to set area benchmarks for a single job or multiple position titles for a single area, NAS can help. Armed with the latest salary data available from the benchmark survey firm, Economic Research Institute (ERI), NAS Insights offers customized reports based on your specifications for industry, location and size.
Need salary ranges for a nurse practitioner or a website developer? Data is available for more than 5,000 non-executive position titles in the U.S. and Canada. The data covers 11 different industry categories, including nearly 900 titles from the healthcare industry. Looking for salary information for both large and small towns? Salary ranges for position titles are on hand for more than 8,000 U.S. and Canadian city locations.
“Salary information can undoubtedly be one of the most powerful instruments available to employers for attracting, motivating and retaining A-level talent,” according to Tracy Wharton, Director of NAS Insights. “Our goal is to make sure our clients have the most appropriate and competitive salary ranges for key positions.”
Monday, September 14, 2009
Career Sites To Get Chunk of HR Budget in 2010
Posted by Laura McPeck, Director of Total Quality, Business Development
Study reports boosting digital recruitment on many company’s “to-do” lists
Cleveland, OH (PRWEB) September 14, 2009 – Next year, your HR budget will likely include a major investment in digital recruitment enhancements—centered specifically on your company’s career site. According to NAS Interactive, a division of NAS Recruitment Communications, recent studies are pointing to the career site as the one recruitment investment with the biggest return in 2010.
“As the recent economic downturn wanes, we’re seeing more companies focus on recruitment investments that can maximize their ROI in the long term,” says Caroline Slomski, Interactive Marketing Strategist for NAS. “Next year’s budget will most likely include tools and metrics that can help HR organizations make smart decision on where they should advertise, and—more importantly—vehicles that can help them can market their opportunities more effectively. The career site is on the top of the list.”
According to Staffing.org’s Recruiting Metrics & Performance Benchmark Report 2009, job seekers consider information from the company’s career site—information that highlights the employee value proposition such as testimonials from current employees—as the most influential to their career decision.
The study also projects that the number of career sites will more than double from 2008 to 2012.
“It is the single most important place an organization can invest,” says Slomski. “But before you enter into the planning stage for your site expansion, you need to understand how candidates are interacting with your current site so that you know what your audience is consuming and what it is rejecting.
“The right performance metrics can help guide your expansion decisions, to get more success from online banner or search engine marketing campaigns, and validate search engine optimization investments.”
To learn more about career site analytics, as well as advanced analytics options available through NAS Total Source Tracker, register now to join a free webinar on Wednesday, September 16, 2009, at 2pm EST or contact Caroline Slomski at cslomski@nasrecruitment.com.
Study reports boosting digital recruitment on many company’s “to-do” lists
Cleveland, OH (PRWEB) September 14, 2009 – Next year, your HR budget will likely include a major investment in digital recruitment enhancements—centered specifically on your company’s career site. According to NAS Interactive, a division of NAS Recruitment Communications, recent studies are pointing to the career site as the one recruitment investment with the biggest return in 2010.
“As the recent economic downturn wanes, we’re seeing more companies focus on recruitment investments that can maximize their ROI in the long term,” says Caroline Slomski, Interactive Marketing Strategist for NAS. “Next year’s budget will most likely include tools and metrics that can help HR organizations make smart decision on where they should advertise, and—more importantly—vehicles that can help them can market their opportunities more effectively. The career site is on the top of the list.”
According to Staffing.org’s Recruiting Metrics & Performance Benchmark Report 2009, job seekers consider information from the company’s career site—information that highlights the employee value proposition such as testimonials from current employees—as the most influential to their career decision.
The study also projects that the number of career sites will more than double from 2008 to 2012.
“It is the single most important place an organization can invest,” says Slomski. “But before you enter into the planning stage for your site expansion, you need to understand how candidates are interacting with your current site so that you know what your audience is consuming and what it is rejecting.
“The right performance metrics can help guide your expansion decisions, to get more success from online banner or search engine marketing campaigns, and validate search engine optimization investments.”
To learn more about career site analytics, as well as advanced analytics options available through NAS Total Source Tracker, register now to join a free webinar on Wednesday, September 16, 2009, at 2pm EST or contact Caroline Slomski at cslomski@nasrecruitment.com.
Friday, September 11, 2009
Kaiser: Challenging Economy Requires New Recruitment Mindset.
Posted by Laura McPeck, Director of Total Quality, Business Development
NAS expert articulated strategies at AZ SHRM meeting.
Cleveland, OH (PRWEB) September 11, 2009 – Hiring freezes… Budget cuts… Human Resources professionals are facing a wide range of unique demands in the current economy. At the recent Arizona SHRM State Conference in Phoenix, Matt Kaiser, NAS Recruitment Communications Vice President and Talent Strategist, suggested this is the time organizations should be proactive in attracting quality talent.
In an informative and interactive seminar entitled “The Time is Now: Best Practices for Recruiting in a Challenging Environment,” Kaiser provided insight into tactics companies can use to entice prime candidates to respond to their culture and opportunities.
“With the shift in the market, the recruitment landscape has grown increasingly more difficult, and leadership is questioning the need for new recruitment strategies,” he said. “Many organizations are hiding from candidates during these tough economic times, but right now is the ideal time to attract them.”
Kaiser went on to say, “Building brand identity and candidate relationships during slower economic times will position a company at the forefront of their industry in the minds of top talent. And when the economy does start to improve, that company will be far ahead of the competition in the war for talent.”
NAS expert articulated strategies at AZ SHRM meeting.
Cleveland, OH (PRWEB) September 11, 2009 – Hiring freezes… Budget cuts… Human Resources professionals are facing a wide range of unique demands in the current economy. At the recent Arizona SHRM State Conference in Phoenix, Matt Kaiser, NAS Recruitment Communications Vice President and Talent Strategist, suggested this is the time organizations should be proactive in attracting quality talent.
In an informative and interactive seminar entitled “The Time is Now: Best Practices for Recruiting in a Challenging Environment,” Kaiser provided insight into tactics companies can use to entice prime candidates to respond to their culture and opportunities.
“With the shift in the market, the recruitment landscape has grown increasingly more difficult, and leadership is questioning the need for new recruitment strategies,” he said. “Many organizations are hiding from candidates during these tough economic times, but right now is the ideal time to attract them.”
Kaiser went on to say, “Building brand identity and candidate relationships during slower economic times will position a company at the forefront of their industry in the minds of top talent. And when the economy does start to improve, that company will be far ahead of the competition in the war for talent.”
Wednesday, September 9, 2009
Niche Site Creates Positive Outcome for St. John West Shore Hospital
Posted by Laura McPeck, Director of Total Quality, Business Development
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.”
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.”
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