Plan your 2009 recruitment strategy by keeping on top of important dates and conferences. NAS has published the following calendars to assist you in creating demand, delivering talent and changing lives.
2009 Healthcare Convention Calendar
2009 Healthcare Recognition Days
2009 Recognition Days
2009 Computer & Engineering Convention Calendar
Tuesday, December 30, 2008
2009 Recruitment Calendars
Monday, December 22, 2008
NAS Insights: Healthcare Recruitment News
Aging Population Stressing California's Health Care Network
California's aging baby boomer population is threatening to overtax the state's health care system, which doesn't have enough doctors, nurses and other medical professionals to meet the demand.
Click on the link below to read article...
http://www.sgvtribune.com/business/ci_11247447
Florida Doctors Shortage Trend Only To Worsen, Report Reveals
Many physicians in Florida plan to make cuts to their practices in the next five years and another group of physicians have already done so, according to findings of a first-ever report on the physician work force by the state Department of Health.
Click on the link below to read article...
http://www.naplesnews.com/news/2008/dec/16/florida-doctors-shortage-trend-only-worsen-report-/
Nursing Homes Talk New Ratings
The Centers for Medicare & Medicaid Services (CMS) has scored nearly 16,000 nursing homes for the first time.
Click on the link below to read article...
http://www.usatoday.com/news/health/2008-12-18-nursinghomeinside_N.htm
California's aging baby boomer population is threatening to overtax the state's health care system, which doesn't have enough doctors, nurses and other medical professionals to meet the demand.
Click on the link below to read article...
http://www.sgvtribune.com/business/ci_11247447
Florida Doctors Shortage Trend Only To Worsen, Report Reveals
Many physicians in Florida plan to make cuts to their practices in the next five years and another group of physicians have already done so, according to findings of a first-ever report on the physician work force by the state Department of Health.
Click on the link below to read article...
http://www.naplesnews.com/news/2008/dec/16/florida-doctors-shortage-trend-only-worsen-report-/
Nursing Homes Talk New Ratings
The Centers for Medicare & Medicaid Services (CMS) has scored nearly 16,000 nursing homes for the first time.
Click on the link below to read article...
http://www.usatoday.com/news/health/2008-12-18-nursinghomeinside_N.htm
Wednesday, December 17, 2008
Sign up for NAS e-newsletters
Sign up today for the latest e-newsletters from NAS Recruitment Communications.
NAS creates and produces electronic publications to keep you up-to-date on the latest recruitment news, from downsizing announcements and economic trends reports, to pertinent healthcare recruitment web articles and communications to help you with your recruiting challenges.
You can elect to receive the NAS Insights Downsizing & Economic Trends reports, the NAS Insights Healthcare e-news or the NAS OnDemand e-newsletter keeping you informed on the latest white papers, case studies and general recruitment information.
http://www.nasrecruitment.com/Form/NASNewsletter.asp
NAS creates and produces electronic publications to keep you up-to-date on the latest recruitment news, from downsizing announcements and economic trends reports, to pertinent healthcare recruitment web articles and communications to help you with your recruiting challenges.
You can elect to receive the NAS Insights Downsizing & Economic Trends reports, the NAS Insights Healthcare e-news or the NAS OnDemand e-newsletter keeping you informed on the latest white papers, case studies and general recruitment information.
http://www.nasrecruitment.com/Form/NASNewsletter.asp
Friday, December 12, 2008
Don't Forget to Register for Monday's HCI Webcast!
Understanding Media Choices in Recruitment Advertising:
Monday, December 15, 2008, 1:00 PM – 2:00 PM ET
Not yet on the web 2.0 wagon? Having difficulty deciding where to focus your brand efforts in the world of social media? Perhaps you are still struggling to understand what Web 2.0 is or how it relates to your talent acquisition process. You are not alone. Employers globally are wrestling with the dynamic advances in what candidates do online, where they do it, and how to leverage those activities and destinations into improved candidate flow.
In our year-end webcast in Recruitment Advertising and Communications, led by Kevin Hawkins, National Internet Strategist, NAS Recruitment Communications, we will develop an understanding of these new media choices, and the role they can play in your employment brand activities. We will also discuss how to align your choices with your overall talent brand strategies.
This live event is FREE, and available on a first-come, first-seated basis.
To Register Online: go to humancapitalinstitute.com.
If you would like to register by phone, please call 1-866-538-1909.
Please contact NAS if you have questions about this exciting webcast.
Monday, December 15, 2008, 1:00 PM – 2:00 PM ET
Not yet on the web 2.0 wagon? Having difficulty deciding where to focus your brand efforts in the world of social media? Perhaps you are still struggling to understand what Web 2.0 is or how it relates to your talent acquisition process. You are not alone. Employers globally are wrestling with the dynamic advances in what candidates do online, where they do it, and how to leverage those activities and destinations into improved candidate flow.
In our year-end webcast in Recruitment Advertising and Communications, led by Kevin Hawkins, National Internet Strategist, NAS Recruitment Communications, we will develop an understanding of these new media choices, and the role they can play in your employment brand activities. We will also discuss how to align your choices with your overall talent brand strategies.
This live event is FREE, and available on a first-come, first-seated basis.
To Register Online: go to humancapitalinstitute.com.
If you would like to register by phone, please call 1-866-538-1909.
Please contact NAS if you have questions about this exciting webcast.
Wednesday, December 10, 2008
HR 101 – Sales Effectiveness: 10 Steps to Successful Corporate Recruiting
by Ryan Estis, Senior Vice President and Chief Talent Strategist, NAS Recruitment Communications
Professional selling is not unlike the practice of law or accounting. It includes a set of core competencies that, if understood, developed, and mastered will lead to tremendous success. Sales success is the culmination of extreme effort, developed subject matter expertise, and a passionate belief that you can help someone do something better. The same principles apply to effective corporate recruiting. The best and brightest are highly coveted and, in turn, have an abundance of options. The best recruiters understand that in the people business, you have to earn the opportunity to hire the very best candidates.
1. Be likable
People prefer to do business with, work around and for people they like and trust. Often, before they come to work for you, they need to like you.
2. Respect and serve
Where selling once was likened to persuasion and even manipulation tactics, today it's simply about helping people or companies improve. Recruiting is no different. Helping people determine fit, providing feedback, guidance, insights, and support through the process demonstrates sincere interest and respect for candidates who are making a critical life decision.
3. Follow-up and -through
Treating candidates like customers creates a sense of urgency. A-level talent is on the marketplace for a short period of time, so immediate follow-up is critical to successful conversions. Coveted candidates have lessening patience for long delays and limited feedback and communication.
4. You are the company
Every touch point is an opportunity to enhance the candidate experience and extend the relationship. Recruiters become the ultimate extension of the employment brand. Having a clearly defined, authentic employment value proposition extended through an employment branding strategy is essential to attracting A-level talent. In the eyes of the candidate, you are the company.
5. Do your homework
Make sure hiring managers are thoroughly prepared with all the background, notes, detail, and relevant nuances to ensure a successful meeting. Preparation helps demonstrate keen interest in the candidate as a potential contributor and builds a positive relationship. Quality candidates are beginning to expect you've done your research upfront, and with tools like Google and Zoom Info at the ready, it's easy to accomplish.
6. Earn the talent
Customer relationships are often cultivated through years of development and interface before finally being solidified. A recruiting culture that approaches engaging talent competitively has an advantage every time. You have to earn the opportunity to employ A-players.
7. Be number 1
When recruiting passive candidates, strive to become the organization candidates think of first when they begin contemplating a career change. Maintain the relationship with the notion that eventually this candidate will join your organization. Work to stay relevant and top of mind to the talent you desire and aspire to be the first person they call when the timing is right.
8. Keep it simple
Make it easy for candidates to connect with your organization, understand career opportunities, and apply for a job. Review your career site. How compelling is the first impression you make? Are you being competitive in your space? Is it simple and painless to search and apply for a job? Can a candidate leave their e-mail address to get communication on the status of their application and updates on careers?
9. After the yes
Critical to engagement and retention is the experience a candidate has in the first 12 months on the job. Acceptance of the offer is just the beginning of the relationship. Put a program in place that extends beyond orientation and make sure it includes relevant training, support in acclimation, consistent communication, and the opportunity for new hires to offer opinions about what could be better. The company should do everything it can to fulfill expectations extended during the recruitment process.
10. Live and learn
Enhance recruiting effectiveness by understanding lost opportunities and implement process improvements. Sales organizations thoroughly analyze and inspect every detail around a customer loss or defeat in a competitive selling situation in order to ensure it doesn't happen again. Develop a mechanism for obtaining feedback from candidates who turn down offers. Make a plan to shore up any gaps and remove barriers that impede the acquisition of more stars.
Ryan Estis is Senior Vice President and Chief Talent Strategist with NAS Recruitment Communications, LLC, in Minneapolis. E-mail: restis@nasrecruitment.com.
Consult with NAS today to obtain in-depth assistance with your own employment branding program.
Professional selling is not unlike the practice of law or accounting. It includes a set of core competencies that, if understood, developed, and mastered will lead to tremendous success. Sales success is the culmination of extreme effort, developed subject matter expertise, and a passionate belief that you can help someone do something better. The same principles apply to effective corporate recruiting. The best and brightest are highly coveted and, in turn, have an abundance of options. The best recruiters understand that in the people business, you have to earn the opportunity to hire the very best candidates.
1. Be likable
People prefer to do business with, work around and for people they like and trust. Often, before they come to work for you, they need to like you.
2. Respect and serve
Where selling once was likened to persuasion and even manipulation tactics, today it's simply about helping people or companies improve. Recruiting is no different. Helping people determine fit, providing feedback, guidance, insights, and support through the process demonstrates sincere interest and respect for candidates who are making a critical life decision.
3. Follow-up and -through
Treating candidates like customers creates a sense of urgency. A-level talent is on the marketplace for a short period of time, so immediate follow-up is critical to successful conversions. Coveted candidates have lessening patience for long delays and limited feedback and communication.
4. You are the company
Every touch point is an opportunity to enhance the candidate experience and extend the relationship. Recruiters become the ultimate extension of the employment brand. Having a clearly defined, authentic employment value proposition extended through an employment branding strategy is essential to attracting A-level talent. In the eyes of the candidate, you are the company.
5. Do your homework
Make sure hiring managers are thoroughly prepared with all the background, notes, detail, and relevant nuances to ensure a successful meeting. Preparation helps demonstrate keen interest in the candidate as a potential contributor and builds a positive relationship. Quality candidates are beginning to expect you've done your research upfront, and with tools like Google and Zoom Info at the ready, it's easy to accomplish.
6. Earn the talent
Customer relationships are often cultivated through years of development and interface before finally being solidified. A recruiting culture that approaches engaging talent competitively has an advantage every time. You have to earn the opportunity to employ A-players.
7. Be number 1
When recruiting passive candidates, strive to become the organization candidates think of first when they begin contemplating a career change. Maintain the relationship with the notion that eventually this candidate will join your organization. Work to stay relevant and top of mind to the talent you desire and aspire to be the first person they call when the timing is right.
8. Keep it simple
Make it easy for candidates to connect with your organization, understand career opportunities, and apply for a job. Review your career site. How compelling is the first impression you make? Are you being competitive in your space? Is it simple and painless to search and apply for a job? Can a candidate leave their e-mail address to get communication on the status of their application and updates on careers?
9. After the yes
Critical to engagement and retention is the experience a candidate has in the first 12 months on the job. Acceptance of the offer is just the beginning of the relationship. Put a program in place that extends beyond orientation and make sure it includes relevant training, support in acclimation, consistent communication, and the opportunity for new hires to offer opinions about what could be better. The company should do everything it can to fulfill expectations extended during the recruitment process.
10. Live and learn
Enhance recruiting effectiveness by understanding lost opportunities and implement process improvements. Sales organizations thoroughly analyze and inspect every detail around a customer loss or defeat in a competitive selling situation in order to ensure it doesn't happen again. Develop a mechanism for obtaining feedback from candidates who turn down offers. Make a plan to shore up any gaps and remove barriers that impede the acquisition of more stars.
Ryan Estis is Senior Vice President and Chief Talent Strategist with NAS Recruitment Communications, LLC, in Minneapolis. E-mail: restis@nasrecruitment.com.
Consult with NAS today to obtain in-depth assistance with your own employment branding program.
Wednesday, December 3, 2008
U.S. & Canadian Downsizing and Economic Trends
NAS Recruitment Insights has released the latest issue of the U.S. and Canadian Downsizing and Economic Trends report.
The U.S. Issue and Canadian Issue include information on Economic Indicators, Regional Trends, Human Resource and Labor Trends, and Downsizing Annoucements.
More NAS Insights reports are available on the NAS Website.
The U.S. Issue and Canadian Issue include information on Economic Indicators, Regional Trends, Human Resource and Labor Trends, and Downsizing Annoucements.
More NAS Insights reports are available on the NAS Website.
Monday, December 1, 2008
NAS Healthcare Recruitment Insights
NAS Insights is pleased to present the following breaking news of interest to those professionals engaged in the field of health care recruitment:
Nursing Shortages Stretch South Carolina Hospitals
The overall number of nurses graduating from accredited nursing schools in the area-such as the two-year program at Orangeburg-Calhoun Technical College and the four-year program at South Carolina State University-are proving their quality. The problem lies in the fact there just aren't enough of them to meet the demand.
Click on the link below to read article...
http://www.individual.com/story.php?story=92463830
AAMC Reports Growing Physician Shortage
A new report from the Association of American Medical Colleges says the United States is likely to face a shortfall of 124,000 physicians by 2025.
Click on the link below to read article...
http://www.healthcarefinancenews.com/story.cms?id=8991
Students Watch How Hospital Nurses Work
Five students from Everglades High School's allied health science program, taught by registered nurse Sheron Favata, followed five nurses through daily work duties that changed second by second in a literal heartbeat.
Click on the link below to read article...
http://www.miamiherald.com/news/broward/miramar/story/781345.html
NAS Insights provides customized market, media, demographic and other recruitment communications information as part of our service to our clients. Visit us at http://nasrecruitment.com/talenttips/nasInsights.html.
Nursing Shortages Stretch South Carolina Hospitals
The overall number of nurses graduating from accredited nursing schools in the area-such as the two-year program at Orangeburg-Calhoun Technical College and the four-year program at South Carolina State University-are proving their quality. The problem lies in the fact there just aren't enough of them to meet the demand.
Click on the link below to read article...
http://www.individual.com/story.php?story=92463830
AAMC Reports Growing Physician Shortage
A new report from the Association of American Medical Colleges says the United States is likely to face a shortfall of 124,000 physicians by 2025.
Click on the link below to read article...
http://www.healthcarefinancenews.com/story.cms?id=8991
Students Watch How Hospital Nurses Work
Five students from Everglades High School's allied health science program, taught by registered nurse Sheron Favata, followed five nurses through daily work duties that changed second by second in a literal heartbeat.
Click on the link below to read article...
http://www.miamiherald.com/news/broward/miramar/story/781345.html
NAS Insights provides customized market, media, demographic and other recruitment communications information as part of our service to our clients. Visit us at http://nasrecruitment.com/talenttips/nasInsights.html.
Tuesday, November 18, 2008
NAS Insights: Health Care Recruiting
Beyond.com Reports Healthcare Jobs on the Rise Despite Economy.
Beyond.com, Inc., the world's largest network of niche career communities, released its Third Quarter 2008 Career Trend Analysis and Industry Outlook Reports, which analyze and report employment trends across more than 25 industries. Despite the failing economy, Healthcare & Medical jobs are on the rise and experienced a 2.66 percent increase over the past 12 months.
http://www.marketwatch.com/news/story/Beyondcom-Reports-Healthcare-Jobs-Rise/story.aspx?guid=%7BA4F698CA-B226-45BB-A0A4-31FE83C89C9E%7D
AMA Works to Reverse Primary Care Physician Shortage; New AMA Policy Addresses Barriers to Primary Care Physician RecruitmentThe nation is experiencing the beginning of a physician shortage - with primary care being especially hard hit. As the U.S. population grows and millions of baby boomers age, this shortage promises to get worse with major repercussions for the health of the nation.
http://www.ama-assn.org/ama/pub/category/20276.html
University of St. Thomas Houston to Reopen Nursing School; University Cites Nursing Shortage and High Demand for Nursing School Graduates with Bachelor's Degrees.
The Board of Directors at the University of St. Thomas in Houston recently voted to reopen the Nursing School to help ease the shortage of nurses.
http://www.prweb.com/releases/2008/11/prweb1586994.htm
Beyond.com, Inc., the world's largest network of niche career communities, released its Third Quarter 2008 Career Trend Analysis and Industry Outlook Reports, which analyze and report employment trends across more than 25 industries. Despite the failing economy, Healthcare & Medical jobs are on the rise and experienced a 2.66 percent increase over the past 12 months.
http://www.marketwatch.com/news/story/Beyondcom-Reports-Healthcare-Jobs-Rise/story.aspx?guid=%7BA4F698CA-B226-45BB-A0A4-31FE83C89C9E%7D
AMA Works to Reverse Primary Care Physician Shortage; New AMA Policy Addresses Barriers to Primary Care Physician RecruitmentThe nation is experiencing the beginning of a physician shortage - with primary care being especially hard hit. As the U.S. population grows and millions of baby boomers age, this shortage promises to get worse with major repercussions for the health of the nation.
http://www.ama-assn.org/ama/pub/category/20276.html
University of St. Thomas Houston to Reopen Nursing School; University Cites Nursing Shortage and High Demand for Nursing School Graduates with Bachelor's Degrees.
The Board of Directors at the University of St. Thomas in Houston recently voted to reopen the Nursing School to help ease the shortage of nurses.
http://www.prweb.com/releases/2008/11/prweb1586994.htm
Monday, November 17, 2008
Downsizing and Economic Trends
The next issue of the NAS Downsizing and Economic Trends for the US and Canada is available!
Read all about the latest economic indicators, Human Resource and labor trends, and downsizing announcements. Get it free at http://www.nasrecruitment.com/talenttips/nasinsights.html.
Read all about the latest economic indicators, Human Resource and labor trends, and downsizing announcements. Get it free at http://www.nasrecruitment.com/talenttips/nasinsights.html.
Thursday, November 13, 2008
Employment Branding to Attract A-Level Talent
If you are going to be in Arlington, VA on November 20-22 for the Society of Human Resource Managers (SHRM) Conference, be sure to catch Ryan Estis, NAS Senior Vice President and Chief Talent Strategist!
He will be presenting his workshop, “Branding to Attract A-Level Talent” to provide insights on the importance of developing a unique employment brand to draw highly qualified candidates. His seminar, an important first step for organizations seeking to create a unique identity and optimize online and offline marketing opportunities, will be held on Friday, November 21 at the Crystal Gateway Marriott in Arlington.
A speaker as much in demand for his high-energy and engaging presentations as for his human capital expertise, Estis has spent the last 15 years with NAS as an HR Consultant and Master Brand Strategist supporting a diverse clientele by delivering customized solutions to a range of talent management business challenges. He is a member of the National Speakers Association, serves as a Senior Associate with the Employer Brand Institute and is a recognized speaker and writer whose work has been featured in Electronic Recruiting Exchange, Workforce Management magazine, HR Professional magazine, Staffing Management Magazine, Crain’s Business, Business News Network and the books Your Employer Brand, Employer of Choice and University Means Business.
There are many reviews of this workshop located at nasbranding.com. Here you can also download his e-book, listen to his podcasts and even read more about this exciting seminar!
He will be presenting his workshop, “Branding to Attract A-Level Talent” to provide insights on the importance of developing a unique employment brand to draw highly qualified candidates. His seminar, an important first step for organizations seeking to create a unique identity and optimize online and offline marketing opportunities, will be held on Friday, November 21 at the Crystal Gateway Marriott in Arlington.
A speaker as much in demand for his high-energy and engaging presentations as for his human capital expertise, Estis has spent the last 15 years with NAS as an HR Consultant and Master Brand Strategist supporting a diverse clientele by delivering customized solutions to a range of talent management business challenges. He is a member of the National Speakers Association, serves as a Senior Associate with the Employer Brand Institute and is a recognized speaker and writer whose work has been featured in Electronic Recruiting Exchange, Workforce Management magazine, HR Professional magazine, Staffing Management Magazine, Crain’s Business, Business News Network and the books Your Employer Brand, Employer of Choice and University Means Business.
There are many reviews of this workshop located at nasbranding.com. Here you can also download his e-book, listen to his podcasts and even read more about this exciting seminar!
Best Job Opportunities for Veterans?
We came across this article on ERE.net and thought it was worth a read. What are the best job opportunities for veterans? Read on....
As America honors its military veterans, there’s news about the difficulties some vets have finding a job. A CareerBuilder (profile; site) survey says 1-in-6 vets report spending six months job hunting after leaving the service. About 1-in-10 say it took them a year to land a job.Of the 750 vets surveyed for the report, about 20 percent said the biggest challenge to getting hired is the difficulty employers have in understanding just how transferable military skills are. Some of the vets also said they were at a disadvantage because they lacked a college degree, good interviewing skills, or there was just a lack of appropriate jobs in their area.
more on ERE.net...
As America honors its military veterans, there’s news about the difficulties some vets have finding a job. A CareerBuilder (profile; site) survey says 1-in-6 vets report spending six months job hunting after leaving the service. About 1-in-10 say it took them a year to land a job.Of the 750 vets surveyed for the report, about 20 percent said the biggest challenge to getting hired is the difficulty employers have in understanding just how transferable military skills are. Some of the vets also said they were at a disadvantage because they lacked a college degree, good interviewing skills, or there was just a lack of appropriate jobs in their area.
more on ERE.net...
Tuesday, November 11, 2008
HCI Webcast: Understanding Media Choices in Recruitment Advertising
Monday, December 15, 2008, 1:00 PM – 2:00 PM ET
Not yet on the web 2.0 wagon? Having difficulty deciding where to focus your brand efforts in the world of social media? Perhaps you are still struggling to understand what Web 2.0 is or how it relates to your talent acquisition process. You are not alone. Employers globally are wrestling with the dynamic advances in what candidates do online, where they do it, and how to leverage those activities and destinations into improved candidate flow.
In our year-end webcast in Recruitment Advertising and Communications, led by Kevin Hawkins, National Internet Strategist, NAS Recruitment Communications, we will develop an understanding of these new media choices, and the role they can play in your employment brand activities. We will also discuss how to align your choices with your overall talent brand strategies.
This live event is FREE, and available on a first-come, first-seated basis.To Register Online: go to Humancapitalinstitute.com. If you would like to register by phone, please call 1-866-538-1909.
Please contact NAS if you have questions about this exciting webcast.
Not yet on the web 2.0 wagon? Having difficulty deciding where to focus your brand efforts in the world of social media? Perhaps you are still struggling to understand what Web 2.0 is or how it relates to your talent acquisition process. You are not alone. Employers globally are wrestling with the dynamic advances in what candidates do online, where they do it, and how to leverage those activities and destinations into improved candidate flow.
In our year-end webcast in Recruitment Advertising and Communications, led by Kevin Hawkins, National Internet Strategist, NAS Recruitment Communications, we will develop an understanding of these new media choices, and the role they can play in your employment brand activities. We will also discuss how to align your choices with your overall talent brand strategies.
This live event is FREE, and available on a first-come, first-seated basis.To Register Online: go to Humancapitalinstitute.com. If you would like to register by phone, please call 1-866-538-1909.
Please contact NAS if you have questions about this exciting webcast.
Thursday, November 6, 2008
Campus newspapers continue to reach the youth market!
With campus recruiting season in full swing, there are so many ways to reach students. Through word of mouth, campus events, posters, flyers and also through….campus newspapers.
According to the leading youth marketing company, Alloy Media + Marketing’s 2008 College Explorer Study, “92 % of college students with a daily newspaper have read it in the past 30 days”. These are extremely strong numbers.According to a recent article by Tim Johnson, from the Burlington Free Press, “Declining readership of newsprint editions, which afflicts metro dailies around the country, does not seem to be a problem at local campuses. College students — the heart of the young demographic that regular newspapers worry about losing — seem to be avid readers of their campus papers. Never mind online editions, which are popular among parents and alumni. The students themselves are still reading the good old hard copies.”
full story
It’s important to keep campus newspapers top of mind when putting together your campus recruitment advertising strategy for fall and spring semester. Contact NAS to learn more about key campus newspapers you should be targeting in your market.
Information courtesy of Alloy Media + Marketing and the Burlington Free Press
According to the leading youth marketing company, Alloy Media + Marketing’s 2008 College Explorer Study, “92 % of college students with a daily newspaper have read it in the past 30 days”. These are extremely strong numbers.According to a recent article by Tim Johnson, from the Burlington Free Press, “Declining readership of newsprint editions, which afflicts metro dailies around the country, does not seem to be a problem at local campuses. College students — the heart of the young demographic that regular newspapers worry about losing — seem to be avid readers of their campus papers. Never mind online editions, which are popular among parents and alumni. The students themselves are still reading the good old hard copies.”
full story
It’s important to keep campus newspapers top of mind when putting together your campus recruitment advertising strategy for fall and spring semester. Contact NAS to learn more about key campus newspapers you should be targeting in your market.
Information courtesy of Alloy Media + Marketing and the Burlington Free Press
“Escaping the Budget Squeeze - Job Board Vice” webinar on Nov 13th with Jobs2Web CEO Ken Holec
Join Jobs2Web for a Webinar on Thursday, November 13th moderated by Ken Holec, President and CEO, Jobs2Web Inc.
Jobs2Web Inc., a leading provider of interactive recruiting solutions will facilitate a free webinar with guests Ric Klinger, Manager, Talent Acquisition, at BearingPoint and Julie Leith-Ross, Program Manager, Talent Acquisition, at Providence Health & Services on Thursday, November 13th, at 12:00 p.m. CST.
Titled, “Escaping the Budget Squeeze – Job Board Vice,” the one-hour event will cover how two Jobs2Web clients significantly reduced their job board dependency, stretched their recruiting budget and delivered great results to their hiring managers. This event will be a great opportunity to learn from these innovative recruitment leaders and apply their ideas to meeting your 2009 recruiting challenges head on.
Title: Escaping the Budget Squeeze – Job Board Vice
Date: Thursday, November 13th, 2008
Time: 12:00PM - 1:00PM CST
Space is limited. Reserve your Webinar seat now!
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