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.”
Showing posts with label Analytics. Show all posts
Showing posts with label Analytics. Show all posts
Thursday, September 17, 2009
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.
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 Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
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 Patty Van Leer at pvanleer@nasrecruitment.com.
NAS Recruitment Communications, part of McCann Worldgroup, delivers best-of-class HR strategy solutions for online and offline candidate engagement and specialized expertise in career websites, onboarding, employee communication and HR metrics. Creating Demand. Delivering Talent. Changing Lives.
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