Nellis AFB provides us with great protection (security).
Nellis AFB provides us with a great workforce when airmen retire.
Nellis AFB families add to Southern Nevada’s workforce.
Nellis AFB adds economic diversification to Southern Nevada.
Nellis AFB brings in great technology and innovation like solar power
Equally as important, Nellis Air Force Base provides plenty of Las Vegas jobs.
As other bases around the United States downsize due to the Air Force’s ‘realignment’ efforts, Southern Nevada benefits. Most recently, Nellis AFB will add 329 military and civil personnel (62 civilian and 267 military). This is great news and should be celebrated.
Employers and recruiters are rushing to social media at crazier rates than the Dot Com gold rush back in the late 1990s. Facebook, LinkedIn and Twitter are just a few of the websites that are constantly making the news as everyone from Ashton Kutcher to Oprah Winfrey use their popularity to drive new user registrations.
Job Boards have been ‘experimenting’ with the social media space for years. Recruiting Nevadahas had a Facebook (Fans of Recruiting Nevada), MySpace (disbanded) and Twitter (VegasJobs) accounts for a few years. We periodically do some testing to see if we can find any hint or sign of measurable results. Most of the time, we do not. Periodically we do.
Many of our colleagues have jumped into the Twitter-pool head first. They have created an automated feed of all of their job postings to automatically post to Twitter. Each approaches it a little different. One colleague has a single account and all jobs get tweeted from it. Another has a multitude of accounts and tweets each job under the Twitter account name that mirrors the category of the job.
Regardless of the strategy being used, the strategy presents itself as “Twitter Spam” to me.
Because I do not have hours upon hours of extra time in my day to follow countless tweets, I established Tweet Beeps- which in essence are like Google Alerts. You simply enter in the key words you are interested in and every time a tweet includes those key words, they are included in a daily or weekly email notification.
When I open the regularly scheduled (and delivered) Tweet Beeps, they are full of the same suspects who automate the Tweeting process. If I were a jobseeker, I would find this to be overly intrusive and would probably consider it Spam. Yes – I can always ‘opt out.’ But this forced messaging will find its way into my radar in another shape or form. It kind of reminds me of the mentality of the email spammers who send our billions of unwanted emails each year in the hopes of getting just a fraction of a percent to open and respond.
I do not see Recruiting Nevada following this practice. We value our brand and do not want to tarnish it by being a Twitter Spammer.
We would like to welcome Tamya Lemke to the Recruiting Nevadafamily. Tamya joined us a few weeks ago and will be assisting us while Chelsey Kuzyk is out on maternity leave (I think they are putting something in the water here). Tamya will assist us in managing accounts and developing new business. Many of you already know Tamya, so feel free to give her a call at (702) 948-2786.
I have had the pleasure of working with Tamya over the past few years on the Southern Nevada Medical Industry Coalition (SNMIC) Recruitment Task Force. In her previous role as managing director of the Las Vegas office of JWT Inside (Recruitment Advertising Agency), Tamya and Recruiting Nevada shared many of our health care clients….so her transition onto our team will be an easy one.
With over 10 years of recruitment advertising experience, as well as experience in hospitality marketing, Tamya is a perfect fit with our team. She is one who ‘gets it.’ We have been very fortunate to have built a team of professionals who understand not only recruitment advertising, but what makes campaigns successful in Las Vegas and Nevada.
We look forward to Chelsey returning from maternity leave in a few months to make our team whole again. And with Chelsey and Tamya working together, we will certainly be able to handle any recruitment advertising needs our clients have.
Nevada, particularly Las Vegas, recently experienced a bubble burst in the real estate industry. Speculators were buying and selling homes at such rampant rate that it drove up the cost of housing. Today, housing prices are where they were in 2000.
In the late 1990s we experienced the dot com bubble burst. Hundreds of tech companies went under, the stock market plummeted and the economy was weakened.
Today, there is a “talent” bubble forming. And when the talent bubble bursts, employers will be the ones left picking up the pieces. So what makes up the talent bubble:
Those that were close to retiring and are now staying in the workforce longer
Those that thought they had enough savings to retire but are now re-entering the workforce
Those that were working part-time but are now working full time to make ends meet
This all creates a fictitious sense of security with the War for Talent. All this is doing is temporarily extending the timeline for retirement. And this bubble is primarily made up of the baby boomer generation……so it is expanding exponentially. In a few years, when the economy has fully recovered and 201(K)s are again 401(K)s, this demographic will feel comfortable enough to retire from the workforce. When that happens, it will happen in masses. Employers will be left trying to fill the holes created.
The Aussies won several awards for a recent recruitment marketing campaign that went viral….globally. The campaign, titled “The Best Job In The World” made the news everywhere and the results were off the chart. Check out a quick video on it:
After we recover from this economic downturn, we will need to show the Aussies how to market jobs…..Vegas style.
Kudos go out to the folks at the Hard Rock Hotel & Casinofor their recent efforts to market Guest Room Attendant jobs in Las Vegas. Earlier this week the Hard Rock hosted a job fair dedicated to hiring of GRAs. They had nearly 2,000 interested jobseekers attend and garnered tons of media coverage. In the media coverage, they did not depict Mexican women, but rather highlighted motivated and educated candidates looking to break into the industry. This is a great step forward. Check out the coverage from Channel 8:
Sympathetic to recession-reeling Strip casinos, the Culinary Union has agreed to postpone by one year a wage increase that was supposed to take effect June 1. Read the entire story - LasVegasSun.com.
It is good to see some concessions being made during these hard economic times. Kudos to the Culinary Union for doing what is right.
The United States Army ceases to amaze me with their recruiting acumen. They are truly the best of the best, utilizing every tool that they can to recruit for one of the hardest job reqs ever – to be a soldier, knowing that our country is at war.
Here is an article recently published in the Las Vegas Review Journal that presents a father willing to re-join the US Army to share the experience with his three sons. In our little HR world, we always talk about building Alumni networks, but few have done it well. My gut tells me the US Army is mastering this technique as I type.
Think about the volume of highly skilled men and women that have moved through the ranks. And with the economy in the state that it is in right now, there are probably lots of ex-soldiers looking to earn an income and fight for their country.
I have to say I am a little bias towards the U.S. Army recruiting techniques as that is where I was initially introduced to Human Resources (it was called Personnel back then) and, ultimately recruiting. I learned early on, recruit good people and you have a good company. And the other mission was ‘always be recruiting.’ Even when we were operating the 2-110th Infantry at 105%, we were out ‘planting seeds’ at farm shows, college campus events, etc.
If you want to check out one of the best recruitment websites ever created – check out GoArmy.com.
We all here the buzz about recruiting on the various social networks. Personally, I am not certain if this is a viable sourcing tool yet. We have conducted a series of experiments, Some with measurable results, others without. But in our travels, I found a few videos that are worth sharing……. Enjoy:
My good friends over at Arbita recently released some results from the Recruitment Genome Project. The results are very fascinating for those of you who like to follow trends and analyze numbers and statistics. For recruitment marketers (really every employer), this document will provide great insight as to where success is being found and satisfaction levels are on everything from employment branding efforts to corporate career web sites.
Here are some highlights:
90 percent advertise on job boards
45 percent are dissatisfied with their overall job board performance
Only 38 percent feel they are using the right metrics
53 percent are dissatisfied with their current sourcing methods
There is a ton more in this invaluable document. Download a copy of it here.
Many of our colleagues have jumped into the Twitter-pool head first. They have created an automated feed of all of their job postings to automatically post to Twitter. Each approaches it a little different. One colleague has a single account and all jobs get tweeted from it. Another has a multitude of accounts and tweets each job under the Twitter account name that mirrors the category of the job.
We would like to welcome Tamya Lemke to the 
Nevada, particularly Las Vegas, recently experienced a bubble burst in the real estate industry. Speculators were buying and selling homes at such rampant rate that it drove up the cost of housing. Today, 
The