NAS TALENT TALK

Having the “buzz” is what makes your organization a job candidate’s number one choice for employment. But what is the buzz in talent acquisition? Buzz encompasses your company culture, management-employee relationships, employee recognition, and opportunities for professional development. When buzz is in play, candidates recognize that your company has a purpose behind profits. NAS Recruitment can help you with that by making talent acquisition a priority.

Candidates have many options. When a job candidate first arrives on your career site, you don’t want them passively engaging with the content or confronting any confusing elements. To grab their undivided attention and make them apply to one of your jobs, you need to cut the clutter on your career site. Do you want to be status quo or unique? Read on to learn how you can make your candidate experience outstanding.

Job family branding, customized landing pages, and digital & social media marketing are three strategies you can use to keep candidates engaged and receptive to your message. Employees have strong reasons that make them reluctant to apply to jobs which means all employers are facing hiring problems. So, give job seekers the experience that motivates them to apply. Consider what makes your jobs unique, create specialized landing pages that grab your candidates’ undivided attention, make sure your jobs are indexed by Google, and retarget your candidates until they come back to you as applicants.

Superior speed, power, agility – clearly, the traits we admire most in professional athletes. Shouldn’t your recruitment marketing strategies have the same qualities? An agile recruitment marketing strategy is a necessity today to drive the best talent to your team, to grow your company and to boost financial performance. In this post, we’ll discuss how you can stand out from your competition by implementing agile marketing strategies on your career site and within your sourcing by using digital, social and programmatic solutions.

Only seconds are needed to make a solid first impression with a job candidate, and most often, it’s your website that is your company’s introduction to a potential new employee. It is your handshake moment. Don’t waste those seconds and possibly lose top talent with an outdated or clumsy career page. In this blog post, we’ll tell you how to create a career site that meets candidate expectations and offers you the agility you need to address our ever-changing hiring environment.

NAS Recruitment Innovation is pleased to announce that Allison Padgett has been promoted to our Director of Digital Marketing. She will oversee the implementation of all strategic online initiatives for our clients, including programmatic, digital display, keyword search, social media campaigns, YouTube and streaming audio.