• Are you winning in the recruitment game?

    Posted by Jennifer R. Henley, PHR & SHRM-CP | Chief Customer Officer on June 16th, 2016


    What a difference a few years can make. From an employer-driven market, we have transitioned into a candidate-driven market. This power shift has occurred because unemployment has dropped and prospects now have multiple options. What does this mean for recruitment managers? It’s time to shift your perspective. What do candidates want, need and expect in the job marketplace and how can you meet those needs?

    Recruitment has become like a game, and to beat the competition, you need to arm yourself with facts, figures and recruitment tools to come out on top.

    Don’t miss a turn!

    When it comes to recruitment, it’s a 24/7 proposition.

    Candidates are looking for jobs at all hours of the day and night on all types of devices, including mobile, tablet and traditional computers. It’s your job to ensure that your site is optimized for all devices, especially mobile.

    Are you strong enough to win?

    Strong branding sells; weak branding stalls your recruitment efforts.

    Your recruitment branding needs to be robust and engaging. And even that is not enough. You need to make your brand go viral with strong SEO, smart use of social media and a cohesive message across all media that presents your organization as an employer of choice.


    Aim, shoot, score!

    The right tools and resources can help you score more top talent.

    Your career site is your most important recruitment tool. Does it:

    • Have concise, compelling content?
    • Tell your story?
    • Provide a good candidate experience?
    • Reflect your culture?

    What’s your batting average?

    Measurement and analysis are keys to success.

    • Do you make use of metrics and analytics?
    • What is your most effective recruitment channel?
    • Are you nimble enough to modify your approach based on what the data tells you?
    • What’s working and what’s not?
    • How is it affecting your cost per hire?

    Analytics not your thing? If not, you can align with a recruitment marketing partner (like NAS) who can serve as a liaison, manage multiple media, review results, negotiate best prices and provide actionable insights.

    If you do what you always did, you’ll continue to get what you always got. For some hard-to-fill positions, competition is dramatic. Prospects have multiple options. It’s time to shift from passive to active recruitment strategies. To win at the recruitment game, you need to look at everything from the candidate’s perspective. It will give you a step up on the competition in landing talent that will help your organization thrive.

    Contact NAS to help you devise active recruitment strategies that get results.

    Jennifer R. Henley, PHR & SHRM-CP | Chief Customer Officer

    Jennifer Henley is a trusted authority in recruitment solutions and consultative client services. She possesses the Professional in Human Resources (PHR) and SHRM-CP designations, is a proud member of MAHCR, NAHCR and SHRM, and is a featured speaker at HR communications industry conferences and events nationwide.

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