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candidate experienceHere is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about candidate experience, Twitter for recruiting, employment branding and end of year recruiting checklists.

Here are the articles that interested us this week (in no particular order), enjoy!:

 

Recruiting Developers? Create An Awesome Candidate Experience by Dharmesh Shah (@dharmesh)

Great post by Dharmesh focused on candidate experience for hiring great developer talent.  But many of the insights can and should be applied to the overall candidate experience.

 

A Real-Life Recruitment Story you can learn from by Guest Blogger (@blogging4jobs)

Interesting look at the good and the bad of the recruitment process from a candidate’s perspective.

 

How to Use Twitter for Searching, Engagement and Stalking with @BillBoorman #smlondon by Bernardo Donkor (@linkhumans) & Bill Boorman (@BillBoorman)

Comprehensive post on Twitter and how it can be used in recruiting and sourcing.

 

Employment Branding by John Sumser (@JohnSumser)

John shares his opinions on the employment brand and importance of targeted brands as opposed to generic one size fits all brands.

 

Your Year-End Employment Brand Checklist: 6 Steps you should take now to connect with candidates in 2013 by Charles Kapec (@CharlesKapec)

Helpful article on a few areas you should look at to take stock of your current employment brand and figure out where you can improve.

 

Hope you enjoy the list.  If you have any articles I should add to the list feel free to add them to the comments or follow us on Twitter @smashfly.

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Did You Know?
12%
increase in the adoption of talent communities over the past year¹
30%
Higher - likelihood of a best-in-class org to invest in new tech for engaging top talent compared to their peers²

Bridging the gap between marketing and recruiting/sourcing outreach. Here, CB Lara talks tips for leaving a better voicemail that your candidates will want to reply to.