SmashFly Recruitment Marketing Technology Blog

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 »

(This is the fifth post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy. You can view posts one, two, three and four here.) In my last post, I discussed the benefits of building a Talent Network and the importance of ensuring that this process is clean and has … 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 »

(This is the second post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy.  You can view the first post here.) When most organizations begin building their Career Site, they concentrate on their recruitment marketing messaging, ensuring that it shares their consistent web brand and making sure it hooks … 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 »

(This is the third post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy. You can view posts one and two here.) Many organizations, caught in the cross-hairs of compliance, have inadvertently made the online apply process a real chore for candidates.  Taking somewhere between 20 minutes to over … Continue reading »

The recruitment marketing funnel is like any other funnel, it’s wide at the top and continually narrows with each step of the apply process.  From reading the initial job ad to clicking to apply to finishing the job application, there are a number of key steps where a candidate has to either move forward with … Continue reading »

With the rise of social recruiting, online profiles and alternative resume solutions, the resume has long been resumed dead by many.  However, while the concept makes some sense, much of the recruiting technology out today is still tied to the resume as the main source of information needed from candidates in the apply process.  This … Continue reading »

This is going to be my first in a series of posts about the online candidate experience.  Consider it food for thought for those employees at companies who oversee recruitment marketing, employment brand and generally own the “candidate experience.”  Before diving in, let me give you some context. Upon completing graduate school in 1996, my … 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 »