NAS Recruitment Communications is conducting some interesting recruitment experiments. They are really at the forefront of trying new ways to recruit. I'm working on jobcasts with a few of their clients and I just came across this idea of texting and tags. Neat idea.
Employers Going 'Mobile' to Reach Prospective Employees
Recruitment Communications firm NAS relies on qtags to add mobility link to client advertising.
Houston, TX (PRWEB) July 30, 2007 -- NAS Recruitment Communications of Cleveland, known for helping many of America's largest companies find good employees, announces they now provide mobility solutions powered by qtags text.
Well-known brands such as Fidelity Investments, Toyota, Verizon Wireless, Caremark, Constellation Energy and many others rely on NAS - a division of McCann Worldgroup - to reach prospective candidates through a wide range of advertising efforts. In 2007 NAS has helped these brands add text messaging to their recruiting campaigns, enabling them to go "mobile" to facilitate communication with today's fast-moving audience.
"In our media-saturated world, it's tough to catch the attention of busy people," says Denise Amato, Senior Vice President of NAS. "But one thing is certain - almost everyone has their cell phone with them at all times, and an advertisement that includes a text messaging component allows them to quickly and easily seek more information about an opportunity that might interest them. They can respond to a print, radio, video board or outdoor advertisement in the time it takes them to send a text, and they can do so while on the bus, waiting for a table in a restaurant, at a sporting event - anyway and everywhere they commute, work and play." For example, NAS client Fidelity Investments - seeking technical employees in the Research Triangle Park region of North Carolina - advertised in newspapers, at malls and airports, on campus buses and at North Carolina State basketball games. Fidelity's arena ads encouraged interested candidates to text the word "techjob" to 78247; those who did received a reply message with a specialized web address that could be visited later.
Currently, Verizon Wireless is searching for call center employees with drive-time radio advertising that includes the qtag "Verizon." Cell phone users who text the word to 78247 receive a reply with time and location of upcoming open houses and interview days along with a special web-link where they can submit their resumes electronically.
Tara Repucci, NAS Vice President, says the campaigns have exceeded expectations and that the pairing of text messaging with radio has been a very successful approach for their clients. "We began with Verizon in one market and we've now recommended a mobile component with all the company's recruitment advertising nationwide because it works," she says. "We're seeing more and more clients recognize the value of allowing people to interact on their own terms." The ability to respond wherever and whenever via text messaging is what makes the technology so powerful, says qtags President Allison Gower.
"The majority of today's workforce is cell-phone enabled and text-savvy, and their 'mobile' is a very personal item for them - it's a way of connecting with the world," she says. "When an individual responds to an advertisement by texting, they are 'opting in' emotionally to learn more about your company and the opportunity you are describing. They want more information, and that's what advertising is all about."
About NAS Recruitment Communications NAS Recruitment Communications is a recognized leader in the specialized field of human resource communications. Within our 38-office network, we combine best-of-class service delivery with global, national and local market expertise. Our client partners experience a distinct competitive advantage through the utilization of the NAS Demand Chain, a proprietary process map designed to deliver customized talent management solutions and maximize recruitment strategy ROI.
About qtags, llc Qtags llc provides Mobility marketing solutions to advertisers throughout the United States, Canada and the Caribbean. Qtags keywords are used to make advertisements easier to remember, to build extremely targeted permission-based groups, to deliver rewards like promotions and coupons, to allow a consumer to order and view rich media content on the mobile phone and on digital displays, to connect to qtags-hosted dot-mobi sites, and to create interactivity with an audience via voting, trivia and feedback text programs. Formed in 2005, qtags' clients include Accenture, NAS Recruitment Communications, Fidelity Investments, Toyota, Scion, Verizon Wireless, Arena-Media Networks, American Express, Shell, Microsoft, Red Robin Gourmet Burgers, Wyndham Hotels, XtraMedium Communications and Jack Nadel International.
A lot of money just changed hands for a web site directory. I dont know anyone who uses business.com. Do you?
Business.com has closed another chapter in its long journey from a $7.5 million million domain name bought on a hope and a prayer, selling to RH Donnelley for $350 million (WSJ reporting up to $360 million). RH Donnelley beat out Dow Jones and the New York Times during the bidding. The site had been on the chopping block since late June and drew a lot of attention for outlandish valuations that turned out to be closer to the truth. Continued at TechCrunch
On a clear, warm evening in New York City, Indeed.com, the popular job search engine threw a party for some of its clients. Held in a rooftop bar overlooking the NY skyline, about 70 or so industry professionals showed up to dish the dirt about online job hunting.
Indeed's come a long way. They are now the 6th most popular job site according to Nielsen/NetRatings. The Indeed team tells me that unique monthly visitors is up to about 3 million. Last year at this time they were at about 1 million uniques. Not bad. I got a chance to meet many of Indeed's team including co-Founder Rony Kahan. Rony is the CTO and runs the development team down in Austin. Indeed seems to have assembled a crack staff to take on the industry. But they're not done yet. They are hiring too.
Enjoy the pics....the sign.
Chris Campbell of Indeed and Walter Kvinge, TMP
Steve Marsden, Ethan Bloomfield of Jobtarget. Jason Neubauer, formerly of CTjobs.
A Job Search and Recruiting Blog highlighting what candidates and companies do wrong (and occasionally do right) with recruiting, interviewing and hiring! Written by Troy Bettinger SPHR. Troy is a Recruiter, Public Speaker and Senior Professional in Human Resources with over 15 years of experience in corporate environments. Read NotJobs.
OnRec - 18/19 September 2007 – San Francisco, The Golden Gateway Hotel
Save $100 Use Booking code LLJ26. Final cost $just $795 for two days of great online recruiting content!
The Online Recruitment Conference and Expo 2007 is set to build on the success of last year’s event to deliver a jam packed program of top class speakers. Whether you are new to online recruitment and looking to further your understanding of the industry, or whether you are a seasoned practitioner you will find answers to your questions and solutions to your problems at this event, which is the only event dedicated specifically to online recruitment in the US.
The Expo is a unique one stop shop to fulfill all your online recruitment requirements. Unlike other recruitment events, you won’t have to trawl the halls to find the few companies specifically targeting online recruitment – for all of our exhibitors, this is their core business! Exhibitors include suppliers of online recruitment technology, consultancy services, training services, service providers, hosting services, web designers and more. Among others, Monster.com, Arbita.net, Vetjobs, Trovix, SHL, Bond Starseacher, SmartPost, VISANOW, TheLadders.com, Yahoo! Hotjobs, Naturejobs, Interview Studio, TalentHire, TalentHook, Shaker, SimplyHired, RPOA, SkillSurvey, Jobster, SimplyHired, eGrabber, LinkedIn and Vault Inc will be there ready to answer your questions and discuss the latest technology.
This blog is written by Andy Keith, Doug Berg. Doug Berg, 40, is a technology entrepreneur with a long history of successes as a visionary solutions provider in the recruiting and staffing industry. He has been an IT director, managed his own very successful IT consulting and staffing firm, and founded techies.com, a technology careers site that received more than $110 million in venture capital and was voted the #1 IT career site by PC Week (now eweek.com). He grew techies.com U.S. revenues to more than $30 million. Doug's current venture, HotGigs Inc., includes HotGigs.com online staffing exchange, a revolutionary marketplace portal for consultants, staffing firms, and the organizations that hire consultants. http://hotgigs.typepad.com/staffingexchange/
New social network emerges for job boards and their employees.
TRUMBULL, CT(July 17, 2007) – Workers from the estimated 40,000 online job boards now have their own social networking site. It’s called JobBoarders.com. The site is powered by Ning’s social network technology.
Started by veteran job board owner Chris Russell, President of AllCountyJobs.com LLC, the site aims to create a community among the vast array of employment web site professionals. Users can post press releases, create their own groups, upload videos or just meet other job board people.
“The job board community is such a diverse and dynamic group of professionals and entrepreneurs that I wanted to give them an online forum”, says Russell. “We get to meet each other at industry events but nothing existed online for us to continue our relationships. JobBoarders.com solves that problem.
Online job boards employ more than 100,000 people across the globe. By some estimates there are morethan 40,000 sites dedicated to jobs and new ones are launching everyday. Russell himself, owns more than a dozen of them.
JobBoarders.com is free to join and open to all types of job boards and their employees.
My local bank recently set up part-time hours for moms so they could be home in time for the kids when they get home from school. But few employers actively try and recruit this untapped workforce. I believe the world of work is evolving and with a labor shortage, companies need to start offering lifestyle work hours. Moms are dying to get back into the game on a part-time basis. So whats your company waiting for?
I also wanted to point out a 2 new social networks that aims to match moms with opportunities. MomSpace & ClubMom.
Veteran women's publisher and affiliate marketing site ClubMom hopes to answer that question with a social networking play geared toward America's mothers.
Called The MomNetwork, the service lets women connect based on geography, life challenges, interests and the ages of their kids.
"This is taking human behavior to scale, with user generated content and community connections around the experience of motherhood," said Andrew Shue, a co-founder of ClubMom and member of its board. "It brings in the MySpace and the About.com value propositions that moms desperately need."
"From a business standpoint, it's a huge opportunity," he said. "Moms have not been aggregated on the Web. They are the CEOs of America's households."
Momspace connects women with businesses in their geographic area that have been rated by other local moms. "It's formalizing the bus stop talk," says Colleen Devine, publicist for the site, "but it's not just for the new mom. It's used by moms with teenagers and even empty-nesters."
I happened to pick up the Sunday Hartford Courant yesterday. I wanted to check out the classifeds. Unfortunately for me it took 10 minutes to find them. They were buried in between two pages of car dealer ads and when i did come across them I was stunned to see 5 measly columns of employment classifieds. There were just over 60 ads (about 5 of which were jobs @ The Courant). I scanned part of it which you can see below.
If I was an employer from one of those 60+ ads I'd be pissed. Why pay a couple hundred bucks to have my job buried in the bowels of the sunday paper? Another annoying aspect was the readability of these ads. Its liking reading the fine print. Ugh. I think its safe to say the sunday classifieds are officially dead.
From the UK site Jobsite.co.uk, this blog is written by Joe McTiernan, "and my role at Jobsite is Human Resources Manager. This is a role which covers all aspects of HR, following up on general personnel, training and development, and recruitment-related issues. If you want to find out more about HR and other things going on, you're in the right place..." http://blog.jobsite.co.uk/joe/
Why Employers Should Start Their Own Social Network
Ok so I'm a big fan of Ning, the company that powers this site as well as RecruitingBlogs.com. In as little as 5 minutes anyone can create their own social network. There's even a premium version which allows you to remove the ads and point to your own domain.
This got me thinking that employers can take advantage of this technology to recruit. Here's how:
1. Create a social network for your company geared towards the industry you recruit for. 2. Require your recruiters to create content on it. Post your jobs. Give information on your interview process, etc. 3. Invite key employees to share content about what its like to work there and give a day-to-day look at their jobs. 4. Promote it on your main company career site to drive job seeker traffic. Give them incentives to become a member so that you can maintain a relationship with these candidates. 5. Use it as a PR tool to make new product announcements, personnel changes, etc.
Its cheap and easy to do this. But it takes a commitment. Today's group of job seekers demand new and unique ways of communicating with your company. It's time employers started engaging this "iPod" generation on their own level.
It's time for HR to "cowboy up". Who among you will be the first?
For yet another unique recruiting idea, click here.
Bringing you Human Resource news from around the globe...compliments of Astron Solutions, this HR blog has actually been around since 2005. I guess they were hiding on me. But today they make their recruit-o-sphere debut.
Of the 3 major job boards, HotJobs has the most upside. The niche sites have really cut into the growth and allure of Monster/CareerBuilder while HotJobs has stagnated over the past few years. That could be changing. Yahoo is finally integrating HotJobs into more of the Yahoo user experience. (i.e. Hotjobs Direct) This integration will provide more value for employers. While at SHRM two weeks ago I caught HotJobs resident blogger Matt Martone at the Hotjobs booth. Here's a brief look at his presentation.
Social Networking for Employers with AffinityCircles
If you're looking to precisely target college alumni groups, a company named AffinityCircles can help. Through the use of their site inCirclejobs.com, employers can post jobs to a slect group of alumni such as those from Stanford, U of Florida, and U of Michigan to name a few. Employers can actually create profiles with their networks and get unlimited job postings. I had the chance to talk with Steve Loughlin, their CEO at the recent SHRM conference in Las Vegas. Here's a brief 5 minute video.