NAS TALENT TALK

As states are beginning the process of reopening, certain business sectors will come back to life quickly— and smart companies are building their pipeline of candidates now in order to meet the demand. While we are all preparing for the unforeseen “new normal,” it follows that every organization and industry will face unique circumstances and thus will have different hiring needs. Life will come back online, and when it does, companies need to be prepared to hire. NAS would like to offer a few thoughts to help you develop your hiring strategy and streamline the pipeline-building process.

With COVID-19 crippling the nation, its impact on many industries has been profound. As we navigate our new reality, we’re also seeing an emerging trend: people who left Facebook over the years due to myriad reasons (political rifts, bot infestation, security concerns) are now reactivating their accounts. Why? Facebook’s sheer ubiquity provides the means to

Once again, several members of the NAS team attended the HR Technology Conference & Exposition last week in Las Vegas. We saw lots of familiar faces, met many new people and learned a ton. Here are some of the highlights: Keynote AddressThe keynote address was delivered by Barbara Corcoran, investor and judge on ABC’s Shark

In the recruitment world, we’re often so externally focused that we overlook an equally important component of company identity: internal branding. Smart organizations realize that a company brand is only as strong as its alignment with internal branding. Building and maintaining a strong internal brand will resonate with outside audiences – your potential future hires

In a recent Deloitte study, 89% of mobile users reported that they check their phones within the first hour of waking up, with 62% claiming to look at their phones within 15 minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns can also be

For most organizations, recruiting top talent is no piece of cake, but for the high-volume recruiters, it’s even more daunting. Consider that the average job posting garners 50 applicants, while in high-volume recruitment, job postings draw 250 applicants (source: Jobvite). What resources can you use to give you a leg up on your substantial task?