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Here 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 employer branding, hiring for cultural fit, job referrals and recruitment predictions for 2013.

Before we get to the articles, I’d also like to provide a link to the  “Recruiting Channels 2012 Survey” that Kyle Lagunas put together.  I encourage you to take a few minutes to fill it out, should be some great data to help improve your recruitment media strategy going forward.

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

 

Employment Branding and the Society of Secrets by Bill Boorman (@BillBoorman)

Well worth a read from Bill.  Full of insights on employer branding and the need to focus on branding at a more individual level.

 

Arranged Marriages, Company Culture & Hiring: Start Making Better Hires by Brent Daily (@brentdaily)

Nice post by Brent on finding the right hiring fit.

 

Want More Job Referrals?  Just Give Employees Permission to Give Them by Tim Sackett (@TimSackett)

Some good points from Tim on how to successfully get more referrals.  Sometimes it can be as simple as to just ask for them.

 

The 3 Levels of Employee Referral Solicitations by John Vlastelica (@Vlastelica)

Another good post on referrals with John taking a look at how you are soliciting employees to get involved with referrals.

 

Recruiting Predictions for 2013 and Beyond by Jonah Manning (@JonahManning)

4 Predictions to keep in mind as you are building out your 2013 recruiting strategies and looking toward the future.

 

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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74%
of candidate leads drop off the application process¹
45%
of companies state improving the candidate experience is their top talent acquisition priority in 2016²

SmashFly CEO Mike Hennessy shares our vision for recruitment marketing and the use of software for building pipelines of quality talent.