by Teresa Fausey
Anyway, the point is that we’d like to hear from you before we travel too far down the 2013 blogging highway.
You see, we want to deliver the very best, most targeted articles we can. So we’re starting this year by asking you to tell us what you’d like to see more of on NAS Talent Talk.
It’s easy to do. Just use the comment section below and let us know a couple of things…
Topics you’re interested in… (more…)
by LeAnne Miller
In spite of the growing availability of satellite and online radio—according to the Pew Research Center’s State of the News Media 2012 Annual Report—96% of all households still own and listen to local AM/FM radio.
This is partially because of Elvis Duran and people like him. Charismatic, best-friend-type DJs are everywhere these days—their familiar chatter making the repetitive drive to and from work less lonely, more interesting, and just plain entertaining.
The fact is,if a TV announcer tells me there’s a great job opportunity at XYZ Company, I’m likely to flip the channel mid-sentence. But if New York radio personality, Elvis Duran, says the same thing, I’m more likely to pay attention.
So these are the guys you want delivering your recruitment message when you need to hire good people. Here’s why: (more…)
by Larry Engel
While working on a short project for a client today, I was reminded of how important it is to optimize your job titles. It’s a little bit of SEO you can easily and quickly do yourself that will make a huge difference in helping job seekers find your open positions online.
Let’s call it SEO Tip #1—Spell out all of the words/terms in the job title: When creating job titles that you expect search engines to match to a set of search terms entered by job seekers, don’t forget to use complete words with their proper spellings. That’s how most job seekers will be searching, so those are the words the search engine must find.
Let me give you an example. Here’s a job title I received from a client recently, “Sr. System Admin.” Right from the start, I could see my client had not followed SEO Tip #1.
Here’s what I mean… (more…)
by Stephanie Hartman
Promotional products are branded, tangible items that reinforce your company’s marketing message to your customers and employees. While you are starting to gear up for your 2013 events, I would like to share with you some information that will help make your promotional products work for you. Each year, the Advertising Specialty Institute (ASI) performs a global study to determine the value of branded promotional products to those who receive them. Using this data, distributors like NAS PRIDE are able to provide you with more valuable promotional product recommendations.
The survey, conducted between July and September 2012, polled nearly 5,000 consumers in 12 major cities, including New York, Chicago, Miami, Los Angeles, Seattle, Dallas, Philadelphia, London, Paris, Toronto, Vancouver, and Montreal. Below are some highlights from the survey that will help you make decisions about your 2013 promotional product buys:
- In the U.S., the average cost per impression of a promotional product is 0.6 cents
- Fifty-two percent of the time, products give consumers a more favorable impression of the advertiser, a trend seen in every country surveyed
- Male consumers are nearly twice as likely as their female counterparts to own a branded cap (more…)
by Teresa Fausey
This is Part III of a three-part series of articles about the role of older workers in today’s workplace.
In last week’s post, I talked about some of the benefits that come with hiring and keeping older workers.
This week, I’m going to tell you about some of the ways older workers can meet your organizational needs, interesting ways they may want to contribute, and where you can find them—even workers who have already retired.
First, how hiring older workers can “work” for you:
- Older workers make excellent mentors, advisors, and consultants. Years of real-world experience combined with well-developed people skills and plenty of expertise help many older workers excel in these areas. Even retired professionals may be persuaded to provide services on either a full- or part-time basis.
- Some older workers want an opportunity to “return to their professional roots.” After spending years moving steadily up the career ladder from accountant or engineer or chemist to a management or an executive-level position, some professionals long to do hands-on work in their field. For older workers who have their retirement house in order, the chance to be back in the lab or at the job site can even be worth a pay cut. So your organization can benefit from their years of experience without breaking the bank. (more…)
Employee testimonials are commonly considered a reliable way to share important insights into an organization—exposing the culture, work experience, benefits and more. Studies indicate that job seekers use employee testimonial information to see how they would fit with the culture and employees in an organization. One such study, released by the American Psychological Association (APA), concluded that job applicants are more attracted to organizations (and perceive organization information as more credible) when their websites included employee testimonials.
But just offering employee testimonials isn’t enough. Judging by the findings of various studies, there are two key elements that go into crafting the most persuasive and effective employee testimonials. (more…)
by Teresa Fausey
This is Part II of a series of articles about the role of older employees in today’s workplace.
In last week’s post, I looked at some of the “reasons” employers may have for not hiring older workers. Turns out that most of them are based on mistaken assumptions.
This week, I’m going to talk about some of the pluses older workers bring to their jobs and their employers. There are several:
1. Older workers are more loyal to their employers: According to a study by the U.S. Bureau of Labor Statistics, workers between 55 and 64 years of age have been with their current employers a median of 9.3 years, while longevity for workers between 25 and 34 years of age is only 2.9 years.
When talented and experienced people choose to stick around for nearly ten years instead of three, employers benefit. There are, after all, costs that come with turnover—lost productivity and disruption in the workplace, as well as the cost of recruiting, interviewing, hiring, onboarding, and training replacements. That makes the basic fact of worker loyalty a big plus. (more…)