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.”
Thursday, September 3, 2009
Premium Giveaways: September's Top Picks!
Posted by Laura McPeck, Director of Total Quality, Business Development
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.
Each month we offer select products for both general recruiting and health care specific.
This Month's NAS PRIDE Select Products:
http://www.nasrecruitment.com/pride/NAS_PRIDE_September_2009.pdf
This Month's NAS PRIDE Health care Products:
This Month's NAS PRIDE Health care Products:
Tuesday, September 1, 2009
NAS to Reveal Metric and SEO Secrets that can Boost Recruiting ROI
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 16th 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 16th webinar presentation, or to learn more about NAS’ comprehensive metrics tools, including Total Source Tracker, please contact Caroline Slomski at cslomski@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) 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 16th 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 16th webinar presentation, or to learn more about NAS’ comprehensive metrics tools, including Total Source Tracker, please contact Caroline Slomski at cslomski@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.
Thursday, August 27, 2009
NAS Leaders to speak at Garden State Council SHRM 18th Annual State Conference & Expo
Posted by Laura McPeck, Director of Total Quality, Business Development
Will emphasize maximizing interactive recruitment marketing.
Cleveland, OH (PRWEB) August 27, 2009 – NAS Recruitment Communications is pleased to announce that Vice President Tara Repucci, along with Laura McPeck, Director, Business Development, will be speaking at the upcoming Garden State Council – SHRM 18th Annual State Conference & Expo on October 26, 2009. The Conference, being held in Long Branch, NJ, will focus on the “Blueprint for a Changing Reality” and will provide insight into positioning organizations for growth and prosperity.
According to Laura McPeck, “We will be presenting an educational session on October 26th that concentrates on ‘Interactive Recruitment Marketing: Navigating the Internet & Web 2.0 Technology to Attract A-Level Talent.’ Participants will gain a clear picture of the current online recruiting landscape,” she said, “including a thorough understanding of interactive strategy development from website design and social networking to Web 2.0 execution.”
The session, beginning at 11:15 a.m., will show how complicated online recruiting has become, while demonstrating techniques to cut through the clutter and develop the most effective online strategy to reach potential candidates.
For further information on Repucci and McPeck’s upcoming speaking engagement at the Garden State Council SHRM Conference, please contact lmcpeck@nasrecruitment.com. You can also check the NAS website to learn about all upcoming NAS speaking engagements at http://nasrecruitment.com/talenttips/speakersbureau.html.
Will emphasize maximizing interactive recruitment marketing.
Cleveland, OH (PRWEB) August 27, 2009 – NAS Recruitment Communications is pleased to announce that Vice President Tara Repucci, along with Laura McPeck, Director, Business Development, will be speaking at the upcoming Garden State Council – SHRM 18th Annual State Conference & Expo on October 26, 2009. The Conference, being held in Long Branch, NJ, will focus on the “Blueprint for a Changing Reality” and will provide insight into positioning organizations for growth and prosperity.
According to Laura McPeck, “We will be presenting an educational session on October 26th that concentrates on ‘Interactive Recruitment Marketing: Navigating the Internet & Web 2.0 Technology to Attract A-Level Talent.’ Participants will gain a clear picture of the current online recruiting landscape,” she said, “including a thorough understanding of interactive strategy development from website design and social networking to Web 2.0 execution.”
The session, beginning at 11:15 a.m., will show how complicated online recruiting has become, while demonstrating techniques to cut through the clutter and develop the most effective online strategy to reach potential candidates.
For further information on Repucci and McPeck’s upcoming speaking engagement at the Garden State Council SHRM Conference, please contact lmcpeck@nasrecruitment.com. You can also check the NAS website to learn about all upcoming NAS speaking engagements at http://nasrecruitment.com/talenttips/speakersbureau.html.
Tuesday, August 25, 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:
Recession Easing for U.S. Hospitals
The median profit margin of U.S. hospitals rose from 0.17 percent in the third quarter of 2008 to 3.1 percent in the first quarter of 2009, an analysis from Thomson Reuters found.
Click on the link below to read article...
http://news.yahoo.com/s/nm/20090819/us_nm/us_hospitals_usa/print
Doctor Shortage Looms as Primary Care Loses Its Pull
The AAFP is predicting a shortage of 40,000 family physicians in 2020, when the demand is expected to spike.
Click on the link below to read article...
http://www.usatoday.com/news/health/2009-08-17-doctor-gp-shortage_N.htm
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:
Recession Easing for U.S. Hospitals
The median profit margin of U.S. hospitals rose from 0.17 percent in the third quarter of 2008 to 3.1 percent in the first quarter of 2009, an analysis from Thomson Reuters found.
Click on the link below to read article...
http://news.yahoo.com/s/nm/20090819/us_nm/us_hospitals_usa/print
Doctor Shortage Looms as Primary Care Loses Its Pull
The AAFP is predicting a shortage of 40,000 family physicians in 2020, when the demand is expected to spike.
Click on the link below to read article...
http://www.usatoday.com/news/health/2009-08-17-doctor-gp-shortage_N.htm
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.
Monday, August 24, 2009
Motivational Quote of the Week
Posted by Laura McPeck, Director of Total Quality, Business Development
"An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage."
- Jack Welch
Wednesday, August 19, 2009
Thursday Webinar to Uncover Website Best Practices to Attract Talent
Posted by Laura McPeck, Director of Total Quality, Business Development
Still time to sign up and learn strategies from an industry leader.
Cleveland, OH (PRWEB) August 19, 2009 – Companies seeking to maximize their corporate websites as powerful recruiting tools are just a few mouse-clicks away from an informative webinar presented by Matthew Adam, Executive Vice President and Chief Talent Strategist at NAS Recruitment Communications, and a recognized authority on innovative interactive solutions.
On Thursday, August 20, 2009, from 2:00 PM to 3:00 PM EDT, Adam will show how leading-edge organizations are developing sites that are intuitive, experiential and capable of filtering the right candidates in and the wrong candidates out. This engaging webinar will provide new ideas that can immediately impact participants’ organizations, including a thorough understanding of interactive strategy development, from website design and execution. Other key takeaways include website best practices and a sneak peek into the next generation of website development.
Spots are still available for this free webinar. To register, visit http://webinars.monster.com/forms/August20.
Matthew Adam is a nationally recognized lecturer in the field of recruitment communications. Speaking credits include keynoting a variety of events, as well as engagements at nationally attended symposiums of human resources professionals. His expertise runs the entire gamut of talent acquisition strategies including employment brand differentiation, utilizing the career site as a competitive advantage in the search for A-level talent and recruiting in a virtual world, and he is a featured speaker at various SHRM, CUPA and SMA events. Recently promoted to the position of Executive Vice President, Adam will assume responsibility for executive level oversight of client service and creative activities at NAS. He will also continue to serve as NAS’ Chief Talent Strategist.
Still time to sign up and learn strategies from an industry leader.
Cleveland, OH (PRWEB) August 19, 2009 – Companies seeking to maximize their corporate websites as powerful recruiting tools are just a few mouse-clicks away from an informative webinar presented by Matthew Adam, Executive Vice President and Chief Talent Strategist at NAS Recruitment Communications, and a recognized authority on innovative interactive solutions.
On Thursday, August 20, 2009, from 2:00 PM to 3:00 PM EDT, Adam will show how leading-edge organizations are developing sites that are intuitive, experiential and capable of filtering the right candidates in and the wrong candidates out. This engaging webinar will provide new ideas that can immediately impact participants’ organizations, including a thorough understanding of interactive strategy development, from website design and execution. Other key takeaways include website best practices and a sneak peek into the next generation of website development.
Spots are still available for this free webinar. To register, visit http://webinars.monster.com/forms/August20.
Matthew Adam is a nationally recognized lecturer in the field of recruitment communications. Speaking credits include keynoting a variety of events, as well as engagements at nationally attended symposiums of human resources professionals. His expertise runs the entire gamut of talent acquisition strategies including employment brand differentiation, utilizing the career site as a competitive advantage in the search for A-level talent and recruiting in a virtual world, and he is a featured speaker at various SHRM, CUPA and SMA events. Recently promoted to the position of Executive Vice President, Adam will assume responsibility for executive level oversight of client service and creative activities at NAS. He will also continue to serve as NAS’ Chief Talent Strategist.
Tuesday, August 18, 2009
ERE article: Why Recruiting Has to Go Video
Posted by Laura McPeck, Director of Total Quality, Business Development
Insightful article on the benefits of recruitment videos. According to Kevin Wheeler "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."
To read the full article, please visit:
http://tinyurl.com/kw8nmq
Video allows you to showcase your organization as an employer of choice and is an excellent way to provide potential applicants with a true picture of a "day in the life".
Check out some engaging recruitment videos by visiting -
http://tinyurl.com/pwyq69
Insightful article on the benefits of recruitment videos. According to Kevin Wheeler "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."
To read the full article, please visit:
http://tinyurl.com/kw8nmq
Video allows you to showcase your organization as an employer of choice and is an excellent way to provide potential applicants with a true picture of a "day in the life".
Check out some engaging recruitment videos by visiting -
http://tinyurl.com/pwyq69
Monday, August 17, 2009
NAS RECRUITMENT COMMUNICATIONS ANNOUNCES EXECUTIVE PROMOTIONS
Posted by Laura McPeck, Director of Total Quality, Business Development
Cleveland, OH (PRWEB) August 17, 2009 – James M. Miller, Chairman of NAS Recruitment Communications, today announced the promotions of Matthew Adam and Patty Van Leer to the position of Executive Vice President. Assuming leadership roles in the organization following the retirement of long time NAS executive, John Stepien, each of these NAS veterans brings an impressive portfolio of accomplishments to their new roles.
Adam is a nationally recognized lecturer in the field of recruitment communications. Speaking credits include keynoting a variety of events as well as engagements at nationally attended symposiums of human resources professionals. His expertise runs the entire gamut of talent acquisition strategies including employment brand differentiation, utilizing the career site as a competitive advantage in the search for “A” level talent and recruiting in a virtual world. In his new role, Adam will assume responsibility for executive level oversight of client service and creative activities at NAS. He will also continue to serve as NAS’ Chief Talent Strategist.
Van Leer is an established expert not only at NAS, but throughout the industry, in the rapidly emerging interactive, digital and online venues that have become synonymous with recruiting and retention strategies in recent years. An early adopter and innovator in this space, Van Leer is a proven leader assisting clients to establish and maintain a leading edge presence online In her new role, she will continue to serve clients by helping organizations integrate their brands into the ongoing digital space evolution as well as oversee all of NAS’ digital initiatives for clients. She will additionally retain her title as Chief Interactive Strategist for NAS.
Miller was quoted as saying “I could not be more excited about the possibilities for NAS with these two individuals as key members of the executive suite. Each brings a vision for the future and an unparalleled ability to think in ways that deliver optimal value for clients.”
Cleveland, OH (PRWEB) August 17, 2009 – James M. Miller, Chairman of NAS Recruitment Communications, today announced the promotions of Matthew Adam and Patty Van Leer to the position of Executive Vice President. Assuming leadership roles in the organization following the retirement of long time NAS executive, John Stepien, each of these NAS veterans brings an impressive portfolio of accomplishments to their new roles.
Adam is a nationally recognized lecturer in the field of recruitment communications. Speaking credits include keynoting a variety of events as well as engagements at nationally attended symposiums of human resources professionals. His expertise runs the entire gamut of talent acquisition strategies including employment brand differentiation, utilizing the career site as a competitive advantage in the search for “A” level talent and recruiting in a virtual world. In his new role, Adam will assume responsibility for executive level oversight of client service and creative activities at NAS. He will also continue to serve as NAS’ Chief Talent Strategist.
Van Leer is an established expert not only at NAS, but throughout the industry, in the rapidly emerging interactive, digital and online venues that have become synonymous with recruiting and retention strategies in recent years. An early adopter and innovator in this space, Van Leer is a proven leader assisting clients to establish and maintain a leading edge presence online In her new role, she will continue to serve clients by helping organizations integrate their brands into the ongoing digital space evolution as well as oversee all of NAS’ digital initiatives for clients. She will additionally retain her title as Chief Interactive Strategist for NAS.
Miller was quoted as saying “I could not be more excited about the possibilities for NAS with these two individuals as key members of the executive suite. Each brings a vision for the future and an unparalleled ability to think in ways that deliver optimal value for clients.”
Wednesday, August 12, 2009
NAS Insights for Health Care Recruiting
Posted by Emily Hargrave, Total Quality Account Manager
NAS Insights is pleased to present the following breaking news of interest to those professionals engaged in the field of health care recruitment:
Study Names Top 10 U.S. Health Systems
The research and consulting firm Thomson Reuters has released a benchmarking study identifying the top 10 U.S. health systems based on their hospitals' clinical performance.
Click on the link below to read article...
http://www.healthcarefinancenews.com/news/study-names-top-10-us-health-systems
Nurses in Demand in Rural Areas
Location plays a role in nursing shortages. Rural areas are not as fortunate in finding new hires as the more urban areas.
Click on the link below to read article...
http://www.bismarcktribune.com/articles/2009/08/08/news/update/doc4a7dc0b692177479093954.txt
Center for Health Workforce Studies Releases New Physician Reports
The Center for Health Workforce Studies (CHWS) Annual New York Physician Workforce Profile points to a growing number of older physicians, and a continued decline in the number of physicians in several specialties.
Click on the link below to read article...
http://www.hanys.org/news/?date=2009-08-07#story_1131
NAS Insights is pleased to present the following breaking news of interest to those professionals engaged in the field of health care recruitment:
Study Names Top 10 U.S. Health Systems
The research and consulting firm Thomson Reuters has released a benchmarking study identifying the top 10 U.S. health systems based on their hospitals' clinical performance.
Click on the link below to read article...
http://www.healthcarefinancenews.com/news/study-names-top-10-us-health-systems
Nurses in Demand in Rural Areas
Location plays a role in nursing shortages. Rural areas are not as fortunate in finding new hires as the more urban areas.
Click on the link below to read article...
http://www.bismarcktribune.com/articles/2009/08/08/news/update/doc4a7dc0b692177479093954.txt
Center for Health Workforce Studies Releases New Physician Reports
The Center for Health Workforce Studies (CHWS) Annual New York Physician Workforce Profile points to a growing number of older physicians, and a continued decline in the number of physicians in several specialties.
Click on the link below to read article...
http://www.hanys.org/news/?date=2009-08-07#story_1131
Monday, August 10, 2009
New Career Site by NAS Helps Helzberg Diamonds Shine
Posted by Laura McPeck, Director of Total Quality, Business Development
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.”
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.”
Friday, August 7, 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:
Healthcare Employment Continued to Grow in July
Employment in the U.S. healthcare sector increased by 20,000 jobs in July, according to recent data from the federal Bureau of Labor Statistics.
Click on the link below to read article...
http://www.healthcarefinancenews.com/news/healthcare-employment-continued-grow-july
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:
Healthcare Employment Continued to Grow in July
Employment in the U.S. healthcare sector increased by 20,000 jobs in July, according to recent data from the federal Bureau of Labor Statistics.
Click on the link below to read article...
http://www.healthcarefinancenews.com/news/healthcare-employment-continued-grow-july
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, August 6, 2009
Interactive Day Produces Positive Results
Posted by Laura McPeck, Director of Total Quality, Business Development
NAS Event Helps Entertainment Giant with Talent Search Techniques.
Cleveland, OH (PRWEB) August 6, 2009 – NAS Recruitment Communications recently hosted an Interactive Day with HMV, one of Canada’s largest retailers of music and games. The goal was to analyze HMV’s current online posting strategies and provide a fresh approach that would result in quality talent acquisition.
The one-day session, involving select job boards in Canada plus personnel from NAS and HMV, provided an opportunity to meet a wide range of interactive providers and learn more about their product offerings, effectiveness and geographical strengths. The invitation prompted interactive providers to think outside the box and offer solutions appropriate to HMV’s unique recruitment needs and challenges. This proactive and structured approach also allowed NAS to make recommendations based on recruitment best practices and lend its expertise with contract negotiations.
“In a tight economy and in an evolving recruitment landscape, it is necessary to help our clients identify online products and services that work around their budgets, while providing them with the best return on investment,” said Franz Yap, Director of Business Development for NAS Toronto. “With so many innovative online products and services out there, it is important for us to partner with our clients and help them understand which sites best address their recruitment needs and challenges. Hosting an Interactive Day with HMV allowed our client to make more informed decisions with regards to their online spend.
“In the end, the Interactive Day was very successful,” Yap continued, “in determining the best online solution for our client. It was a day of discovery, learning and innovation for everyone.”
NAS Event Helps Entertainment Giant with Talent Search Techniques.
Cleveland, OH (PRWEB) August 6, 2009 – NAS Recruitment Communications recently hosted an Interactive Day with HMV, one of Canada’s largest retailers of music and games. The goal was to analyze HMV’s current online posting strategies and provide a fresh approach that would result in quality talent acquisition.
The one-day session, involving select job boards in Canada plus personnel from NAS and HMV, provided an opportunity to meet a wide range of interactive providers and learn more about their product offerings, effectiveness and geographical strengths. The invitation prompted interactive providers to think outside the box and offer solutions appropriate to HMV’s unique recruitment needs and challenges. This proactive and structured approach also allowed NAS to make recommendations based on recruitment best practices and lend its expertise with contract negotiations.
“In a tight economy and in an evolving recruitment landscape, it is necessary to help our clients identify online products and services that work around their budgets, while providing them with the best return on investment,” said Franz Yap, Director of Business Development for NAS Toronto. “With so many innovative online products and services out there, it is important for us to partner with our clients and help them understand which sites best address their recruitment needs and challenges. Hosting an Interactive Day with HMV allowed our client to make more informed decisions with regards to their online spend.
“In the end, the Interactive Day was very successful,” Yap continued, “in determining the best online solution for our client. It was a day of discovery, learning and innovation for everyone.”
Wednesday, August 5, 2009
NAS Insights for Health Care Recruiting
Posted by Emily Hargrave, Total Quality Account Manager
If A Health-Care Bill Passes, Nurse Practitioners Could Be Key
There is an existing group of providers that health reformers are hoping can help fill the potential gap in the ranks of primary-care physicians: nurse practitioners.
Click on the link below to read article...
http://www.time.com/time/nation/article/0,8599,1914222,00.html
Nursing Students Need to Adjust to Changing Job Market
Nursing remains a hot career across the country, especially in the medical mecca that is Massachusetts, but the job market isnt what it once was.
Click on the link below to read article...
http://www.enterprisenews.com/business/x1307071598/Nursing-students-need-to-adjust-to-changing-job-market
If A Health-Care Bill Passes, Nurse Practitioners Could Be Key
There is an existing group of providers that health reformers are hoping can help fill the potential gap in the ranks of primary-care physicians: nurse practitioners.
Click on the link below to read article...
http://www.time.com/time/nation/article/0,8599,1914222,00.html
Nursing Students Need to Adjust to Changing Job Market
Nursing remains a hot career across the country, especially in the medical mecca that is Massachusetts, but the job market isnt what it once was.
Click on the link below to read article...
http://www.enterprisenews.com/business/x1307071598/Nursing-students-need-to-adjust-to-changing-job-market
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