NAS TALENT TALK
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May 5th, 2016 Kindergarten for career sites: Best practices to enhance the candidate experience
You Never Get a Second Chance to Make a First Web-pression. So, you’ve got lots of great candidates coming to your site. These are smart people you desperately want to hire. Let’s break down, in very simple terms, what a candidate wants when they visit your website. To make this easy to remember, let
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April 28th, 2016 Lessons from SHRM Talent: Insights from our attendees
Matt Adam, Jason Rellick and Jason Weinhaus of NAS were on hand at the recent SHRM Talent Management Conference in Orlando (April 17-19), both exhibiting and hosting a reception for our clients and prospects. Here’s a round-table conversation with their impressions about the state of recruitment marketing and talent acquisition in 2016, based on their
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April 21st, 2016 Title Fight: 5 Mistakes Companies Make with their Job Titles
Job Titling is not necessarily the first thing you think of when developing your recruitment strategy. But, it’s definitely the first thing that candidates are thinking of – most start by typing a job title into a search engine. That’s why it is important to title your jobs correctly, so that there is a match
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April 6th, 2016 Building a talent pipeline: 5 simple steps to start
I talk to a lot of organizations and what I often find is that they are still stuck in the reactive mode of filling open positions instead of building a consistent pipeline. A pipeline is all about creating, maintaining and enhancing relationships with talented candidates, including passive and active job seekers. Everyone wants that talent
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March 30th, 2016 What you need to know about nurses
The latest infographic from NAS offers interesting insights that can help you better understand nurses and how to reach them: Demographics of nurses, including diversity Why RNs stay at a job – and why they leave The best places to find the nursing talent you seek Want to know more?
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March 24th, 2016 Learn the ABCs of SRAs
If you are an HR professional responsible for talent acquisition, your job may often require juggling resources. You may find yourself in a last-minute scramble to implement a recruitment strategy. Sometimes, you just don’t have all of the internal support to get things done. A great way to streamline the process and make sure you
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