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.
Showing posts with label Total Source Tracker. Show all posts
Showing posts with label Total Source Tracker. Show all posts
Tuesday, September 1, 2009
Tuesday, August 4, 2009
Smart HR Organizations Investing in More Comprehensive Tools for Measuring ROI
Posted by Laura McPeck, Director of Total Quality, Business Development
Media source tracking pinpoints effective channels for applicants.
Cleveland, OH (PRWEB) August 3, 2009 – To maximize recruitment budgets during the economic downturn, many HR organizations are investing in better media tracking methods to help pinpoint the most effective media channels for specific job families, according to NAS Interactive, a division of NAS Recruitment Communications.
“The word is getting around as HR organizations that use tools such as our Total Source Tracker are able to identify what sources drive the highest volume of applicants,” says Caroline Slomski, Interactive Marketing Strategist for NAS.
NAS’ Total Source Tracker allows HR organization to measure media effectiveness by position advertised or job title, “tracking” a candidate’s response to a given media through to completed application—drilling deeper than typical media measurement sources or methods that require applicants to select from a drop down list of media within the applicant tracking system.
Millions of job seekers use the Internet every day to look for jobs so, on the surface it would seem a job board would be the ideal place for job postings. Most HR organizations rely on job board reports to measure effectiveness. These reports provide a good snapshot of activity, but fail to measure real results—completed applications in the ATS.
“What Total Source Tracker gives organizations is the opportunity to make informed decisions based on the actual results of the media buys—the follow through—rather than basing decisions on the candidate’s initial response,” says Patty Van Leer, Senior Vice President of Interactive. “It helps HR make informed decisions on how to buy more effectively, shift dollars to channels that are outperforming others, use media sources that can help them reach their intended audience rather than post every job to the same sites.
“Choosing the right channel to attract the right candidates is essential, but next to impossible if you don't have the tracking in place to measure response on each channel —online AND offline,” adds Slomski.
“Media trends change quickly and social networking is playing more of a role in how HR sources candidates. Total Source Tracker enables organizations to react to changes in the landscape as they occur, and modify their media plans to reach specific positions and to validate their return on investment.”
“These are the organizations that will have a real advantage on the competition for talent when the economy turns around.”
Media source tracking pinpoints effective channels for applicants.
Cleveland, OH (PRWEB) August 3, 2009 – To maximize recruitment budgets during the economic downturn, many HR organizations are investing in better media tracking methods to help pinpoint the most effective media channels for specific job families, according to NAS Interactive, a division of NAS Recruitment Communications.
“The word is getting around as HR organizations that use tools such as our Total Source Tracker are able to identify what sources drive the highest volume of applicants,” says Caroline Slomski, Interactive Marketing Strategist for NAS.
NAS’ Total Source Tracker allows HR organization to measure media effectiveness by position advertised or job title, “tracking” a candidate’s response to a given media through to completed application—drilling deeper than typical media measurement sources or methods that require applicants to select from a drop down list of media within the applicant tracking system.
Millions of job seekers use the Internet every day to look for jobs so, on the surface it would seem a job board would be the ideal place for job postings. Most HR organizations rely on job board reports to measure effectiveness. These reports provide a good snapshot of activity, but fail to measure real results—completed applications in the ATS.
“What Total Source Tracker gives organizations is the opportunity to make informed decisions based on the actual results of the media buys—the follow through—rather than basing decisions on the candidate’s initial response,” says Patty Van Leer, Senior Vice President of Interactive. “It helps HR make informed decisions on how to buy more effectively, shift dollars to channels that are outperforming others, use media sources that can help them reach their intended audience rather than post every job to the same sites.
“Choosing the right channel to attract the right candidates is essential, but next to impossible if you don't have the tracking in place to measure response on each channel —online AND offline,” adds Slomski.
“Media trends change quickly and social networking is playing more of a role in how HR sources candidates. Total Source Tracker enables organizations to react to changes in the landscape as they occur, and modify their media plans to reach specific positions and to validate their return on investment.”
“These are the organizations that will have a real advantage on the competition for talent when the economy turns around.”
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