Posted by Laura McPeck, Director of Total Quality, Business Development
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 NAS at http://www.nasrecruitment.com/Contact/ for an Employment Brand that can do big things for you.
Showing posts with label Employment Branding. Show all posts
Showing posts with label Employment Branding. Show all posts
Monday, June 29, 2009
Thursday, May 28, 2009
“Work with Giants” Employment Brand Campaign proves effective as a long-term solution to finding talent.
Posted by Laura McPeck, Director of Total Quality, Business Development
Cleveland, OH (PRWEB) May 28, 2009 – NAS Recruitment Communications partnered with P&H MinePro Services Canada to develop an employment brand campaign that would effectively position P&H MinePro Services as a “Giant” in its field. The campaign’s original visual direction and messaging, combined with innovative marketing methods, created a highly viral and successful program for P&H MinePro Services Canada. The marketing campaign, which offered many out-of-the-box components, paid off in many ways.
“The great team at P&H was open to every creative idea we put in front of them and had many great ideas themselves. Together, we created some of the most interesting marketing programs and campaigns I‘ve ever worked on or seen, ” stated Maureen Laventure, NAS Senior Account Strategist, Canada.
Most importantly, the campaigns delivered results! The campaign and opportunities were heavily promoted throughout 2008 and they’ve seen the long-term effects through a steady flow of top talent in their application pipeline in 2009.
Patricia Bowling, Manager of Human Resources at P&H MinePro Services said, “By executing such a strong campaign, we have experienced an abundance of top talent applying directly to us, without solicitation. We got on their radar through our employment brand marketing. We have an abundance of qualified candidates and our existing employees enjoy the fruits of such a dynamic campaign. Now, talent comes directly to us. Plus, internally, our talent is extremely proud of the campaign – a place they are proud to say that they work. We‘ve experienced first-hand that a well defined and executed employment brand campaign offers long-term solutions to engaging candidates. Partnering with NAS has exceeded our expectations. The NAS team is creative, market savvy and customer service-oriented with the management of our account.”
Barb Agostini, NAS VP of Business Development, Canada, added, “More organizations across all industries are taking advantage of the slower economic time to clearly define their employment value proposition and ensure their employment brand is promoted across all recruitment communications channels – internally and externally. As the market turns, these organizations will be positioned to stand out from the companies they compete with for talent by delivering a more engaging proposition and keeping a steady flow of the right talent interested and applying.”
Cleveland, OH (PRWEB) May 28, 2009 – NAS Recruitment Communications partnered with P&H MinePro Services Canada to develop an employment brand campaign that would effectively position P&H MinePro Services as a “Giant” in its field. The campaign’s original visual direction and messaging, combined with innovative marketing methods, created a highly viral and successful program for P&H MinePro Services Canada. The marketing campaign, which offered many out-of-the-box components, paid off in many ways.
“The great team at P&H was open to every creative idea we put in front of them and had many great ideas themselves. Together, we created some of the most interesting marketing programs and campaigns I‘ve ever worked on or seen, ” stated Maureen Laventure, NAS Senior Account Strategist, Canada.
Most importantly, the campaigns delivered results! The campaign and opportunities were heavily promoted throughout 2008 and they’ve seen the long-term effects through a steady flow of top talent in their application pipeline in 2009.
Patricia Bowling, Manager of Human Resources at P&H MinePro Services said, “By executing such a strong campaign, we have experienced an abundance of top talent applying directly to us, without solicitation. We got on their radar through our employment brand marketing. We have an abundance of qualified candidates and our existing employees enjoy the fruits of such a dynamic campaign. Now, talent comes directly to us. Plus, internally, our talent is extremely proud of the campaign – a place they are proud to say that they work. We‘ve experienced first-hand that a well defined and executed employment brand campaign offers long-term solutions to engaging candidates. Partnering with NAS has exceeded our expectations. The NAS team is creative, market savvy and customer service-oriented with the management of our account.”
Barb Agostini, NAS VP of Business Development, Canada, added, “More organizations across all industries are taking advantage of the slower economic time to clearly define their employment value proposition and ensure their employment brand is promoted across all recruitment communications channels – internally and externally. As the market turns, these organizations will be positioned to stand out from the companies they compete with for talent by delivering a more engaging proposition and keeping a steady flow of the right talent interested and applying.”
Tuesday, May 19, 2009
ERE Article: 6 Steps to an Employer Brand Strategy
Posted by Laura McPeck, Director of Total Quality, Business Development
Interested in learning key areas to focus on when building out your employment brand? Check out this insightful ERE post by Brett Minchington and Ryan Estis “6 Steps to an Employer Brand Strategy”.
According to the ERE article “In the absence of a clearly defined strategy your employer brand strategy is likely to fall flat. Taking a strategic approach to your employer brand program is likely to result in CEO/senior management engagement and allocation of the resources required to effectively build competitive advantage like companies such as Google, PwC, and McKinsey & Co have consistently achieved over time and that regularly rank highly as ‘best places to work.’”
To read the full article, please visit: http://ping.fm/m7rXj
Interested in learning key areas to focus on when building out your employment brand? Check out this insightful ERE post by Brett Minchington and Ryan Estis “6 Steps to an Employer Brand Strategy”.
According to the ERE article “In the absence of a clearly defined strategy your employer brand strategy is likely to fall flat. Taking a strategic approach to your employer brand program is likely to result in CEO/senior management engagement and allocation of the resources required to effectively build competitive advantage like companies such as Google, PwC, and McKinsey & Co have consistently achieved over time and that regularly rank highly as ‘best places to work.’”
To read the full article, please visit: http://ping.fm/m7rXj
Tuesday, May 5, 2009
NAS Heats Up Carolinas Hospital System Employment Branding for Road Exhibitions
Posted by Laura McPeck, Director of Total Quality, Business Development
NAS Recruitment Communications announced today the development of an attention-grabbing creative concept and employment branding graphics presentation that has effectively made the Carolinas Hospital System “top dog” at recruitment events.
Starting with the notion of how “cool” it is to be part of the Florence, South Carolina healthcare provider, NAS introduced a touch of humor in banner display designs used at career fairs. Using a photograph of a Dalmatian wearing sunglasses—a departure from the typical hospital scene or personnel photography—and tying in giveaways of sunglasses and Dalmatian-shaped pens, the displays attracted a higher rate of traffic than Carolinas Hospital System had experienced before.
According to Irene Putnam, RN, Employment Manager for Carolinas Hospital System, “We are always the most popular booth at career fairs. 90% of people walking by stop to see what it’s all about. And the pens are a big hit, too.”
The Dalmatian displays generated so much positive feedback, NAS designed a recruitment brochure around the same theme to attract qualified professionals to Carolinas Hospital System and its state-of-the-art medical center for “the coolest careers anywhere.”
Tina Davis, Director, Business Development for NAS Atlanta, said, “Our business is about differentiation and engaging a candidate in a memorable way. I love it when a client allows us to think out of the box and create something that stands out. We are very proud that this campaign was so successful for our client.”
NAS Recruitment Communications announced today the development of an attention-grabbing creative concept and employment branding graphics presentation that has effectively made the Carolinas Hospital System “top dog” at recruitment events.
Starting with the notion of how “cool” it is to be part of the Florence, South Carolina healthcare provider, NAS introduced a touch of humor in banner display designs used at career fairs. Using a photograph of a Dalmatian wearing sunglasses—a departure from the typical hospital scene or personnel photography—and tying in giveaways of sunglasses and Dalmatian-shaped pens, the displays attracted a higher rate of traffic than Carolinas Hospital System had experienced before.
According to Irene Putnam, RN, Employment Manager for Carolinas Hospital System, “We are always the most popular booth at career fairs. 90% of people walking by stop to see what it’s all about. And the pens are a big hit, too.”
The Dalmatian displays generated so much positive feedback, NAS designed a recruitment brochure around the same theme to attract qualified professionals to Carolinas Hospital System and its state-of-the-art medical center for “the coolest careers anywhere.”
Tina Davis, Director, Business Development for NAS Atlanta, said, “Our business is about differentiation and engaging a candidate in a memorable way. I love it when a client allows us to think out of the box and create something that stands out. We are very proud that this campaign was so successful for our client.”
Monday, April 27, 2009
Focus Groups: 7 steps to defining your unique employment brand
Posted by Laura McPeck, Director of Total Quality, Business Development
To determine the parameters of a distinctive employment brand, it’s necessary to undergo a comprehensive evaluation process. This will include analyzing previous results, setting goals, defining a possible employment brand, substantiating the employment brand proposition, and, possibly, conducting a focus group.
Focus groups, a popular way to learn about the opinions of a targeted segment of the population, can best be described as qualitative interviews with a controlled number of respondents brought together to discuss a topic of interest. This type of qualitative research is useful in investigating subjects/behaviors too sensitive to survey quantitatively.
To learn more about best practices/how to set up a focus group, please visit:
http://nasrecruitment.com/MicroSites/employmentbranding/articles/archiveEB2.html
To determine the parameters of a distinctive employment brand, it’s necessary to undergo a comprehensive evaluation process. This will include analyzing previous results, setting goals, defining a possible employment brand, substantiating the employment brand proposition, and, possibly, conducting a focus group.
Focus groups, a popular way to learn about the opinions of a targeted segment of the population, can best be described as qualitative interviews with a controlled number of respondents brought together to discuss a topic of interest. This type of qualitative research is useful in investigating subjects/behaviors too sensitive to survey quantitatively.
To learn more about best practices/how to set up a focus group, please visit:
http://nasrecruitment.com/MicroSites/employmentbranding/articles/archiveEB2.html
Tuesday, April 14, 2009
ERE Article: Employment Branding 2.0 — The 8 C’s of My Web My Way
Posted by Laura McPeck, Director of Total Quality, Business Development
Building a coherent and compelling employment brand is the best way to maintain a steady pipeline of A-level talent and communicate your unique employment value proposition to the desired candidate community. In a competitive marketplace, a brand is a company’s only source of differentiation.
Check out this insightful ERE article “Employment Branding 2.0 — The 8 C’s of My Web My Way” from Ryan Estis, managing director of Ryan Estis & Associates regarding employment branding and building out unique communication strategies via the digital space.
http://www.ere.net/2009/04/13/employment-branding-20-the-8-c%e2%80%99s-of-my-web-my-way/#more-7478
Building a coherent and compelling employment brand is the best way to maintain a steady pipeline of A-level talent and communicate your unique employment value proposition to the desired candidate community. In a competitive marketplace, a brand is a company’s only source of differentiation.
Check out this insightful ERE article “Employment Branding 2.0 — The 8 C’s of My Web My Way” from Ryan Estis, managing director of Ryan Estis & Associates regarding employment branding and building out unique communication strategies via the digital space.
http://www.ere.net/2009/04/13/employment-branding-20-the-8-c%e2%80%99s-of-my-web-my-way/#more-7478
Tuesday, March 24, 2009
Wall Street Journal Article: Employer Branding
Posted by Kristen Doescher, Total Quality Account Manager
The Wall Street Journal brings a great article about Employment Branding to us this week. The article states that, "Companies have long divided consumers into segments. They should do the same with potential -- and current -- workers."
Most people only think about products and services when asked about "branding." But, what about applying those practices and principles to your workplace?
Click here to read the article.
The Wall Street Journal brings a great article about Employment Branding to us this week. The article states that, "Companies have long divided consumers into segments. They should do the same with potential -- and current -- workers."
Most people only think about products and services when asked about "branding." But, what about applying those practices and principles to your workplace?
Click here to read the article.
Thursday, February 26, 2009
Use Stories to Add Oomph to Your Brand
Posted by Ashley Hedlund, Account Manager
Looking for a competitive edge? Use the customers’ stories to market your company. When a customer reads about how your business helped another customer in need, it can stick in people’s minds and can be more effective than a thousand logos.
Read more about how stories can add oomph to your brand by clicking on the link below to read the Entrepreneur.com article by John Williams.
http://www.entrepreneur.com/marketing/branding/imageandbrandingcolumnistjohnwilliams/article199920.html
Looking for a competitive edge? Use the customers’ stories to market your company. When a customer reads about how your business helped another customer in need, it can stick in people’s minds and can be more effective than a thousand logos.
Read more about how stories can add oomph to your brand by clicking on the link below to read the Entrepreneur.com article by John Williams.
http://www.entrepreneur.com/marketing/branding/imageandbrandingcolumnistjohnwilliams/article199920.html
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