Category: Branding

Meet Taylor LaCasse – Relationship Development Associate

Posted on by Buyer Advertising

Introducing Taylor LaCasse, our Relationship Development Associate at Buyer. Read her reflections and experiences after joining the Marketing and Partnerships team.

Taylor recently joined our Marketing and Partnerships team as a Relationship Development Associate at Buyer. Taylor brings unique knowledge as someone who has worked in healthcare Talent Acquisition and understands the nuances and challenges TA faces today. With a genuine passion and care for helping others, Taylor’s commitment to fostering meaningful relationships aligns perfectly with our team’s mission. We are confident that her skills and insights will help us continue to grow and strengthen our partnerships across the industry.

We asked Taylor some questions after a few months of being on the team, and this is what she had to say:

What led you to where you are today in your career?

“I graduated from the University of New Hampshire with a Bachelor of Science in Health Management and Policy, focusing on Public Health, and a minor in Psychology. While my background is in public health, my career began in healthcare recruiting, ultimately leading me to recruitment advertising and marketing. This journey sparked my passion for helping companies attract top talent through strategy and creativity. My foundation in healthcare and psychology has shaped my approach, allowing me to build strong relationships and bring a unique perspective to recruitment marketing.”

How was your job search experience, and what ultimately led you to Buyer Advertising?

“It was underwhelming, with antiquated application processes and lack of communication from employers. As a healthcare recruiter, I saw these talent acquisition challenges firsthand. While I enjoyed the fast pace, I grew more interested in solving recruitment issues from a broader perspective. This led me to Buyer Advertising, where I now use my recruiting experience to help HR and TA professionals improve their strategies for lasting success.”

Now that you’ve been in your role for a few months, how has it been working at Buyer?

“My first few months at Buyer Advertising have been an exciting learning experience, filled with opportunities to explore employer branding, campaign strategy, and creative ways to connect companies with talent. I value how Buyer encourages new ideas and growth. It’s rewarding to consistently help clients enhance their candidate experience, build stronger employer brands, and achieve long-term success with data-driven strategies that improve pipelines and reduce costs.”

What are a few personal tidbits about yourself you’d like to share?

“Outside of work, I love staying active—whether taking Pilates classes with friends or going for long walks around my neighborhood in South Boston. My favorite place in the world is my beach house in Scituate, Massachusetts. It’s where I’ve made some of my best childhood and adult memories with my family.

Family and relationships are at the core of who I am, which also translates into my professional life. Growing up in a large Italian family, I’ve always valued strong connections, meaningful conversations, and quality time with loved ones. Sharing meals and experiences has always been a big part of my life, which is why I love exploring new restaurants. In my current role, I bridge my innate passion for building authentic connections, understanding people’s needs, and helping them find the best solutions.”

Please join us in welcoming Taylor to the team! We look forward to seeing her contribute to our collective success and are excited about the fresh perspectives she will bring.

It’s Expensive to Build an Employer Brand, Right?

Posted on by Buyer Advertising

“Yep, It’s Made with Bits of Real Panther So You Know It’s Good.”

Many of us fall victim to perception versus reality, equating high cost with high quality. We cling to this belief as we ignore examples to the contrary, like an expensive Rib Eye that was tougher than expected, or a luxury car that left us stranded, or that “must have” designer handbag with the frayed edges after just six months. When expensive things go bad, we often brush it off instead of learning from the experience because hey, expensive still means quality, right?

When it comes to advertising, I’m going to let you in on a little secret. You don’t need to spend big money to create a great Employer Brand. I know this because I’ve been creating Employer Brands for more than 30 years, and I can honestly tell you that cost is not indicative of creativity, or authenticity for that matter.

If you’ve recently shopped Employer Brand development with a recruitment marketing agency or one of those new employer branding firms, usually from overseas, you may have noticed that the quotes can get up there, typically in the hundreds of thousands of dollars. Furthermore, many of those firms promote rigid processes that rely on multiple layers of qualitative and quantitative research, and they tell you that if you don’t follow this proven methodology, you are doomed to fail.

This one-size-fits-all creative approach is simply not true. Don’t get me wrong, if you insist on going cheap, your brand will be unoriginal or uninspiring at best. However, if you allocate a respectable budget (it’s less than you might think) for a creative team to do what they do best, and arm them with the necessary insight, a good ad agency will be able to produce an authentic Employer Brand at a reasonable price.

The truth is the success of your new Employer Brand relies on the creativity of your partner agency and the information you give them. That means we need you to share as much as you can about your goals, brand pillars, target audience personas, brand standards, and above all, your Unique Selling Proposition (we can only make up so much😊). This may sound like a lot, but here’s where it gets interesting.

It’s our experience that most of our clients already possess a large degree of this information and if you know the right questions to ask, you’re halfway there. That saves you money because most of the expense in Employer Brand development is tied to the amount of research required to fill in the blanks, and to hedge your bets you guessed right.

So, if you appreciate the finer things in life like Brian Fantana from “Anchorman,” but now don’t feel compelled to overspend on your new Employer Brand, increase your odds of success from 60% to 100%, every time with Buyer Advertising, for less than you might think.

Joel Glick
Managing Partner
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands, and our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.

The Power of the Ad Agency Relationship

Posted on by Buyer Advertising

Seeking a New Relationship?

I was talking to a client the other day about the power of relationships, and she shared a funny anecdote. She said she once worked for a large ad agency in NY and had a boss who told her that the client/agency bond should be so strong that if your client ever wound up in jail, you should be the first person they call for help. Now, obviously, this is an extreme and humorous example of the importance of relationship building in support of our client’s success, but the sentiment of the story is 100% accurate.

In today’s day of what seems like endless agencies morphing into self-serve, cloud-based SaaS vendors, take heart that a few of us in the business still believe in the importance of serving our clients with insight, expertise, urgency, compassion, and above all else friendship, as we help them succeed.

Why Partner with Us:

  • A dedicated agency that becomes an extension of your team
  • An experienced partner with a history of supporting similar clients
  • Experts in optimizing recruiting processes and technology
  • A resource to recommend, set up, and optimize your tech stack
  • A media-agnostic partner that removes the guesswork from advertising
  • A trusted partner to devise hiring strategies based on goals, time, and budget
  • Experts in Employer Brand development
  • A conduit to stay up to date on recruitment trends
  • A resource for supply, demand, and relocation data
  • An advocate to negotiate on your behalf
  • A support team that services media, technology, and integrations
  • A safeguard against investing in underperforming solutions
  • An advocate that improves ROI with analytics
  • A wall between you and aggressive third-party marketers
  • A financial resource to simplify and consolidate billing
  • And a…trusted friend

So, if you seek a true partner who still believes in the power of relationships and the importance of holistically helping clients win, regardless of the challenge, contact Buyer Advertising today. And if you need help getting out of jail, too, don’t worry; I know a guy.

Joel Glick
Managing Partner
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands and our industry leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.

Let’s All Take In a Deep Breath and Rethink 2025 Recruiting

Posted on by Buyer Advertising


As we ease into the new year, I am optimistic about the future of our agency and the continued evolution of our industry as a whole.

In 2024, the dominant theme was AI and of course every vendor was suddenly an AI expert, and your tech stack had to be supercharged by AI, or you would be left behind.

By the end of 2024, AI fatigue had finally set in, and luckily human intelligence overtook the artificial hype, and we all sobered up. Don’t get me wrong. I’m certain AI will steal our jobs, take over the world, and if left unchecked, destroy us all; just not today.

So, it’s mid-January, what’s the plan besides worrying about your New Year’s Resolutions (you can do it!)? How about we all take a deep breath, hold it till the count of ten and then exhale all the over-hyped 2024 tech nonsense you inhaled last year and let’s get back to the basics of recruiting?

That’s right, don’t underestimate the power of revisiting the obvious before jumping onto the next trending bandwagon.

How you ask? Simply do the following.

  • Diversify your recruitment advertising
  • Use a programmatic media strategy
  • Don’t forget the importance of job SEO
  • Streamline your applicant process
  • Incentivize recruiters to succeed
  • Leverage quality analytics to make decisions (not from your ATS or from recruiter hunches)
  • Invest in your Employer Brand and prove it with content
  • Build relationships with candidates
  • Invest in your staffing team and not an RPO
  • Use AI to give you a meaningful advantage but ignore the smoke and mirrors

And finally, partner with a reputable recruitment advertising agency to help you with all of these tasks and more in 2025. Contact us today to learn how Buyer Advertising has been exceeding industry leaders’ expectations with unmatched expertise, strategy, and technology solutions for close to sixty years.

Here’s to a prosperous new year of recruiting!

Joel Glick
Managing Partner
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands, and our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.

Ghostbusters for Recruiters: Conjuring Up Strategies to Banish Candidate Ghosting!

Posted on by Buyer Advertising

Candidate Ghost Blog

It’s Spooky Out There.

Imagine this: You are a recruiter well into the hiring process when suddenly a candidate abruptly stops responding to your emails and texts. It is as if they’ve vanished into thin air, wasting your time and delaying your recruiting efforts.

For many unfortunate employers, this situation is not merely hypothetical, it’s a problem known as candidate ghosting; one of the more frustrating issues facing recruiters today.

Candidate ghosting comes in many forms, ranging from an applicant skipping an interview to the extreme case of a new employee never showing up to work. While this sort of behavior was once largely restricted to unskilled labor, recruiters now report candidate ghosting becoming more prevalent in industries like technology and health care.

How To Avoid Candidate Ghosting.

A recent SHRM article by Roy Maurer outlined strategies to help offset this problem, including reducing the time spent recruiting and simplifying the recruiting process to better maintain candidate interest.

Another more meaningful approach is to promote more transparency and open communication between the hiring organization and the applicant. If a candidate doesn’t have a clear understanding of the job responsibilities, requirements, and, more importantly, your Employer Value Proposition, then the employer runs the risk of the candidate realizing too late in the process that they are not a good fit after investing too much time.

Additionally, if the candidate feels comfortable communicating with a recruiter, then they will be more apt to raise questions, clarify expectations, and be more forthcoming about concerns that could dissuade their decision to ghost a recruiter.

Finally, a hiring organization with a clear and compelling EVP is better equipped to educate candidates about their work environment early in the hiring process ensuring a mutual cultural fit and less chance for ghosting behavior. A strong EVP also highlights the unique benefits and personality of your organization, and when done right, can discourage candidates from shopping your competition.

Who You Gonna Call?

Buyer Advertising, a leader in recruitment and employee communications for close to sixty years, is here to help you bust ghosts with proven strategies to improve your hiring process, better define your Employer Brand, and open up lines of communication between you and your candidates with our Talent Engine Connect CRM. To learn more about our customized recruitment solutions, contact Natasha Cuomo, our VP of Strategic Partnerships, at ncuomo@buyerads.com or visit our website, www.buyerads.com.

About Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates critical to our client partners’ success. We cultivate unique Employer Brands that set our clients apart from the competition while creating a personal connection with their future employees. Our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the hiring process – backed by a team of industry leaders with a passion for customer service. With a proven history of supporting a diverse mix of organizations for close to sixty years, we are confident we’ll exceed your expectations.

Buyer Talent Engine: Career Site Platform Updates

Posted on by Buyer Advertising

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Attracting top talent in today’s competitive landscape requires innovative tools to maximize recruiting efficiency while promoting an organization’s unique Employer Value through relationship marketing. For more than two decades, industry leaders have trusted Buyer Talent Engine as the foundation of their tech stack, empowering organizations to achieve their hiring goals.

Never resting on past success, Buyer Advertising continues to invest in our technology culminating in our most recent version of Buyer Talent Engine, which now leverages Artificial Intelligence and greater flexibility to creatively connect with prospective hires through storytelling and employee experiences.

Talent Engine Optimize

More than 25 million job searches take place on Google each month, making Job Search Engine Optimization a vital strategy to compete for talent while reducing overall cost per hire. For more than 20 years, Buyer Talent Engine has provided clients unmatched job SEO, resulting in increased page one job search visibility while unlocking thousands of untapped candidates from Google and Google-For-Jobs.  In fact, one Buyer client experienced an astounding 80% of hires from Job SEO while spending just 10% of their overall recruitment advertising budget.

Talent Engine Attract

Traditional Pay-Per-Click Advertising if not managed independently from the job boards can waste your recruiting budget by attracting excess applicant flow while simultaneously underexposing vital jobs. Buyer Talent Engine Attract, using AI technology combined with hands-on media analysts, efficiently drives candidates to the openings that need the most exposure based on applicant conversion data and goals. This combination of analytics paired with personal insight allows for unprecedented optimization of your advertising budget resulting in a higher ROI.

Talent Engine Engage

Buyer Talent Engine career pages are custom designed to seamlessly integrate with your corporate web pages and adhere to all brand standards including fonts, typefaces, navigation treatment, page styles and color palate.  However, it also provides a level of creativity unmatched by traditional Applicant Tracking Systems including graphic based job postings, embedded job search filters across all career content pages, integrated video, blog and social media content, featured jobs and Google maps on job postings and dynamic user experiences based on candidate website behavior.  Additionally, Buyer Talent Engine provides custom job search options including zip code, proximity, keyword, category, location, type, facility, brand, and Military Occupation Service (MOS) Code job searches.

Talent Engine Analyze

In today’s ever-changing environment, accurate data is crucial to ensuring the success of your recruitment strategy. That’s why Buyer Talent Engine delivers the most comprehensive suite of data analytics available today featuring detailed auto-capture candidate source metrics for paid and organic media including:

  • Applies Started
  • Applies Completed
  • Qualified Applies
  • Offers
  • Hires
  • Media Cost per Apply and Hire
  • Hire Details – Name, Job Title, Date – by Source
  • Influencing Media Source Tracking
  • And More

All metrics can be sorted by date, location/entity, job category, status and viewed comparatively over time periods.

Talent Engine Connect

Buyer Talent Engine makes it easy to cultivate candidates with our full featured CRM providing automated job notifications and other HR related news via text and email.

An integrated, third-party job board “Quick Apply” feature, a selective career site interest-capture form, “drag and drop” resume feature and bulk list upload function allow for easy candidate acquisition while robust candidate management tools provide ranking, filtering, tagging, dispositioning, internal sharing, and communicating with candidates through text and email. Additionally, AI can now automatically rank candidates against published job requirements and displays a rational for each rank.

Talent Engine Promote

Automatically promote content throughout the entire hiring lifecycle and convert more candidates with Buyer Talent Engine. Our communications platform empowers you to create, schedule and send out relationship building content via text and email, increasing candidate hires over time. You can also define unique audiences based on job categories, locations, tags, and pipeline stages and set triggers to send content based on status updates or date and time. Additionally, you can leverage built in AI to help generate fresh content for drip marketing and blog posts and track candidate outreach including campaign content, sent messages, opens, and click throughs.

Talent Engine Spotlight

Showcasing your employees as part of a robust Employer Brand campaign has proven to make organizations more relatable to job seekers. Now you can collect and share authentic employee experiences through videos with Buyer Talent Engine. Encourage employees to submit self-shot videos as part of a campaign to share their success stories.  These videos are stored in an approval queue and, if selected, are posted to a custom branded video wall. The videos are also made available to publish with embedded links on the career site and in email and text marketing at your discretion. An administrative tool allows access to manage the submitted videos, admin users, the video approval process and employee email and text lists for internal marketing.

Set Up & Integration

Setting up Buyer Talent Engine requires minimal IT resources to launch in less than 60 days. This means your organization can be up and running quickly, without presenting a major technical overhaul or compromising your brand integrity.

Buyer provides custom talent solutions that deliver the right candidates critical to our client partners’ success. We cultivate unique Employer Brands that set our clients apart from the competition, while creating a personal connection with their future employees. Our industry leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze and track candidates through the hiring process – backed by a team of industry leaders with a passion for customer service. With a proven history of supporting a diverse mix of organizations for more than fifty years, we’re confident we’ll exceed your staffing expectations.

To learn more about our customized recruitment solutions, contact Natasha Cuomo, our VP of Strategic Partnerships, at ncuomo@buyerads.com or visit our website, www.buyerads.com.

Beating the Great Resignation

Posted on by Buyer Advertising

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Looking further into your recruitment strategy.

Two years into a global pandemic, and the human resources world is facing a second battle – the Great Resignation. The COVID-19 pandemic has sparked a mass exodus of employees, particularly in the healthcare industry. Despite this, an article from Wbur notes that the number of licensed nurses in Massachusetts alone is up. It’s a head-scratching predicament, the quick-think solution being to keep recruiting – but this alone is not enough.

Human Capital Institute writes, “Employees need great levels of engagement, empathy, direction and support.” This is a call for companies to re-evaluate the entirety of their recruitment strategy, both internally and externally – everything from the benefits offered, the leadership and resources available, to their overall Employer Brand.

A re-vamped recruitment strategy is a statement to current and future employees that a company is ready and able to meet their needs. Whether it be easier access to leaders, employment incentives, or development opportunities, today’s employees need to know their organization is listening and adapting. Better retention and onboarding of employees will only lead to stronger company performance.

Re-vamping your recruitment strategy is no small feat. With 50+ years of recruitment marketing and communications experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

The Importance of Employee Retention in 2021

Posted on by Buyer Advertising

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It’s a strange time in the business world. With COVID restrictions easing, the pressure is on for employers to establish their re-opening plan. The past year spotlighted many issues directly influenced by the workplace—stability, mental and physical health, diversity, opportunity, etc. It has employees reflecting on their own lives and calls for employers to go beyond day-to-day operations and make significant changes.

A recent post by Smarp states more than a third of workers are actively and casually searching for a job, the result being a costly talent war across many industries. The Buyer team is here to offer a solution applicable to current employees and potential applicants that will ensure your organization’s continued success. The key: Proactive employee retention efforts.

Start by reviewing your Employer Brand.

Re-evaluating your Employer Brand is a foolproof way to establish what is/isn’t being communicated to candidates and current employees. It allows you to better promote unique company offerings and build upon areas in need of more—whether it be diversity initiatives, development opportunities, etc. A strong Employer Brand stays with employees beyond the onboarding process and encourages company loyalty.

Encourage company connection, starting from the top.

The Smarp post states that 69% of employees would work harder if they were better appreciated. This is significant insight for employers to reflect on the ways in which their leadership oversees, encourages and challenges employees. Make sure company leadership gives consistent feedback to employees and accept theirs in return. Words of encouragement can be empowering and helpful to understand employee opinions.

Find flexibility where you can.

2020 saw an influx of remote work, and now many employees hope to continue. Remote hiring and the creation of hybrid work models show employees and future candidates that you value flexibility and can significantly expand your candidate pool.

Win the talent war with Buyer. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

The Reality of Recruiting in 2021

Posted on by Buyer Advertising

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The after effects of COVID-19 have turned recruitment on its head. What began as mass layoffs has turned into many businesses needing to quickly recruit, hire and train staff. Organizations need to both go back to the basics of recruiting, and get creative to engage with candidates. The best way to do this? Be flexible and committed to passionately sharing your company culture.

Flexibility is key.

Flexibility can be applied to your recruitment strategy in several ways. Firstly, be open to remote work. Organizations can miss out on quality candidates due to geographical limitations. A quality candidate pool should prioritize identifying top performing candidates, regardless of location, if the job can be done remotely.

Another opportunity for flexibility is in the minimum qualifications that you set for your ideal candidate. Gartner research found that 43% of today’s candidates are self-taught in one or more of their role’s requirements. Instead of relying solely on a candidate’s credentials and background, get a sense of their capabilities and willingness to learn. Not only does it grow your candidate pool, it encourages growth and attracts those most in-line with your company goals.

Live and breathe your Employee Value Proposition (EVP).

An EVP is your promise to candidates. It embodies your company culture, work/life balance, goals, and should always be felt by candidates and employees. 2021 presents the challenge of selling your EVP through a virtual hiring process, with strong calls for diversity and inclusion. Think about how your organization promotes these. Consider inclusion initiatives and focus on strengthening career ladders for your team. A clear investment in your employees will set you apart from competitors and maximize candidate interest.

Let’s take on 2021 together. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

The Rise and Fall of Social Media Platforms

Posted on by Buyer Advertising

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We live and work in the age of social media, with no end in site. And while it’s a no-brainer to add social media to your digital marketing strategy, timing is everything.

The evolution of social media has brought many platforms, all vying for users by reinventing ways to produce and absorb content. This level of competition brings a life expectancy for every social media platform—and not understanding this jeopardizes the reach of your digital recruitment efforts, resulting in wasted ad dollars, or missed opportunities.

Google recently collected data and created a visual timeline to show the search volume of social media platforms. Some platforms may seem like a distant memory, while others live on your phone right now. Tik Tok is currently a highly sought platform, while big names like Facebook, although long running, sees a steady decline. Tik Tok is a timely example of a social media platform in its prime, and well-fitted companies quick to incorporate it will see the most success in their digital efforts.

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When considering a platform to advertise on, it’s also important to understand its users. After additional research, Buyer’s team found that 18-24 year olds spend 67+ minutes a day on Tik Tok, with 10-19 year olds representing nearly 33% of its users, making Tik Tok an ideal platform to reach teens, new grads, or individuals entering the workforce. Timeliness and an understanding of your audience are keys to social media success. Together they’ll deliver the desired result and establish the versatility of your recruitment marketing capabilities.

Take the guesswork out of your digital marketing strategy. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.