{"id":12251,"date":"2017-07-07T12:47:00","date_gmt":"2017-07-07T20:47:00","guid":{"rendered":"http:\/\/associatednews.info\/content\/recruiters-use-geofencing-to-target-potential-hires-where-they-live-and-work\/"},"modified":"2017-07-07T12:47:00","modified_gmt":"2017-07-07T20:47:00","slug":"recruiters-use-geofencing-to-target-potential-hires-where-they-live-and-work","status":"publish","type":"post","link":"https:\/\/associatednews.info\/content\/recruiters-use-geofencing-to-target-potential-hires-where-they-live-and-work\/","title":{"rendered":"Recruiters Use 'Geofencing' To Target Potential Hires Where They Live And Work"},"content":{"rendered":"

By Yuki Noguchi<\/a><\/span> <\/p>\n

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\n Companies are trying geofencing, which uses GPS and radio frequency identification to set up a virtual, wireless perimeter so that cellphone users in that area receive messages or advertisements on their phones.<\/p>\n

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Rawpixel\/Getty Images\/iStockphoto<\/p>\n

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Carol McDaniel has a perennial challenge: Attracting highly specialized acute-care certified neonatal nurse practitioners to come work for Johns Hopkins All Children’s Hospital in St. Petersburg, Fla.<\/p>\n

They are “always in short supply, high demand, and [it is a] very, very small group of people,” says McDaniel, the hospital’s recruitment director.<\/p>\n

So, about six months ago, McDaniel says, the hospital started using a new recruitment tactic: It buys lists of potential candidates culled from online profiles or educational records. It then uses a technology to set up a wireless fence around key areas where the coveted nurses live or work. When a nurse with the relevant credentials enters a geofenced zone, ads inviting them to apply to All Children’s appear on their phones.<\/p>\n

The system also automatically collects data from the user’s cellphone so it can continue to advertise to them, even after they leave the geofenced area.<\/p>\n

The result? She’s getting responses from three to four job candidates a week; she got almost none before.<\/p>\n