SmashFly Recruitment Marketing Technology Blog

With the Recruiting Innovation Summit this week in San Francisco, I thought it was as good a time to discuss innovation in our space and discuss how and why it comes about. I’m not down there but our CEO Mike Hennessy & CSO Scott Fowle are, if you want to get your SmashFly fix. So … Continue reading »

Editor’s Note:  This post is by our new Chief Sales Officer, Scott Fowle (see our press release here).  We are very excited to have him on our team at SmashFly and this blog shares his reason for joining SmashFly and his vision for the recruitment marketing technology marketplace. If there’s one thing I’ve realized in … Continue reading »

Mobile is one of the biggest buzzwords in business today.  And organizations are trying to figure out how to leverage mobile not only to improve employees ability to do work better but also to better the overall experience for customers and other stakeholders.  However, when someone says you need to think about Mobile, this can … Continue reading »

When you hear many speakers and practitioners speak about the candidate experience it is typically about how to improve the apply and recruiting process.  And this is rightfully so as the apply process can be the cause for most candidates angst with a recruitment marketing organization. And while this is the right place to start … Continue reading »

This will be a short article and by no means is meant to be comprehensive.  However, as I’ve been talking with recruiting organizations, listening to their stories at conferences, and hearing tidbits through the grapevine online and through prospect meetings, there are a number of key insights I hear time and time again that I … Continue reading »

Increasingly I keep getting the feeling that organizations feel they are being held captive by the existing systems and technologies that they are using for recruiting.  Whether it’s silence that follows whenever a presenter asks if conference goers “like their ATS” or the increased questions we get from organizations on the technology they should be … Continue reading »

The Candidate Experience is one of the biggest, most talked about topics in recruiting today and for good reason.  With more candidates looking for work, companies are dealing with increased levels of potential employees for every job position they recruit for.  This leaves them with more time needed to screen and interview candidates and less … Continue reading »

A few weeks ago at HR Technology Conference there was a great session called “What’s Next?  What Talent Acquisition Challenges are Seeking Technology Solutions?” with a tremendous panel of talent acquisition practitioners (for a more detailed look at insights from this panel, find them here.) One idea that was brought up during the discussion that … Continue reading »

This is my 3rd year attending the HR Technology Conference and one of my favorite sessions the last 2 years has been the Candidate Experience Awards.  There are a number of companies doing some great things in thinking about what they need to do to improve the candidate experience.  By really focusing on their recruiting … Continue reading »

The evolution of the Career Site has occurred rapidly over the last decade.  Career Sites are no longer (or should no longer) be static job pages linked together by a single homepage but really act as your recruiting hub for engaging and interfacing with candidates about your company and employment opportunities. Candidates no longer just … Continue reading »

Yesterday as I was reading Glen Cathey’s post “What’s Wrong with Job Boards?“.  In the post, he talks about job boards and how they can still be effective despite what you might hear about their impending demise.  I encourage you to give it a read. However, what intrigued me about the post is the Source … Continue reading »

The candidate experience is affected by a number of different aspects in the recruiting process.  From candidate attraction to the apply process to interviewing candidates to on-boarding new employees, the candidate experience spans a diverse group of functions.  For each of these functions, different technologies are used to improve and manage them.  So let’s look … Continue reading »

When thinking about the candidate experience, it’s important to note the breadth of the interactions that you have with candidates in your recruiting process.  Once you understand where you interact with candidates, you will be able to improve your process to make sure these interactions are leaving candidates with a better experience. There are a … Continue reading »

It’s hard to argue that the candidate experience is not an important area to focus on in your recruitment marketing strategy.  Common logic would dictate that if you improve your candidate experience that should result in an increase in your apply rates and overall recruiting ROI.  But the real question is how do you measure … Continue reading »

If you have been around the HR & Recruiting blogosphere long enough (or been to enough conference booths) you’ve probably heard about Talent Networks or Talent Communities.  Both were born out of the concept that every recruitment or sourcing campaign you run should not only be about finding applicants for a specific job but also … Continue reading »

Yesterday, I had a brief but great conversation with Kyle Lagunas on Candidate Experience (which he’s going to be tackling on his awesome blog over the next few weeks).  We talked about some cool things organizations are doing as well as major problems that exist in the industry with regards to Candidate Experience. What became … Continue reading »

There’s no secret that candidates are dropping off of the apply process today.  Depending on your recruiting organization you are in the dark about these candidates or you have the proper recruiting metrics to understand how many are actually dropping off the process.  No matter which one there’s one thing you know: candidates are dropping … Continue reading »

Two weeks ago I wrote a post on accurately measuring “Source to Hire” through your ATS & job distribution technology and received the following interesting comment from Master Burnett: There is rarely a single source of hire in today’s hyper connected reality. Single source of application maybe. While I could try to argue this point, … Continue reading »