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There’s no better webinar than one filled with real-world results and actionable takeaways of how to make what you do better. We are so thankful to our customers Derina Adamczak of CH2M, Rick Rosario of CDW and Stacey Montalto of The Cheesecake Factory for answering some reflective (and tough!) questions during our recent “Think Like a Marketer: How to Get More Qualified Candidates.” If you missed it, you can download the recording here.

 

For all the questions they didn’t get to answer during the webinar, we compiled their answers:

Can you share more about how recruiters use the Glassdoor data to compare your company when trying to close the “deal” with a potential candidate? 

Rick: We purchased the Insights module from Glassdoor, so the view you saw in the webinar was that module. When we proactively want to share our position against our competitors or a different company, as part of the business plan, recruiters log in and can walk through that information and our score. Sometimes we don’t score as strong as our competitors, the intent is to create a positive, transparent candidate experience and we believe that is a big step in doing so.

 

How does SmashFly help target candidates internationally?

Derina: We have recruiters who focus on the Middle East, India and Asia PAC. When you look at our talent network, 50% are primarily in the Middle East, with a really active candidate population.

Mary Grace: To add here, CH2M’s recruitment marketing sourcing strategy blends traditional methods (i.e. LinkedIn, Indeed) with targeted social media, niche, diversity and local job boards within each market across the globe. CH2M also continually re-engages those individuals who previously opted into their talent network by distributing a monthly branded e-newsletter. CH2M implements all of these initiatives through the SmashFly platform and can see which channels are performing the best in specific regions.

 

What’s the biggest change in your team since implementing a recruitment marketing platform?

Stacey: My manager is very fond of the phrase: “Moving us from post and pray to hunter gatherer.” Truly, this is our implementation of that. When you talk about hunting and gathering, it’s the gathering part that really is going to be the big change for us, where we will be engaging with our contacts and candidates on a regular basis to find the right opportunity for them. We are just on the brink of becoming gatherers, and it’s great.

 

What ATSes does SmashFly integrate with?

Mary Grace: It’s a long list, so I may miss a few, but I will highlight some of the bigger ones: We have worked with Kenexa, Taleo, PeopleFluent, SilkRoad, SAP, PeopleSoft, Oracle, custom ATSes, Greenhouse and more, as well as various version of some of the ones listed.

If we haven’t integrated with the ATS before, there is a Q&A we can go through to get the job done. For all three clients in our webinar, there was zero work on the ATS side to get SmashFly implemented.

 

Who conducts the Candidate Experience Survey you referenced in the webinar? 

Mary Grace: SmashFly is a huge advocate of the CandE Awards (so is Derina!), and our Director of Marketing Chris Brablc is on the board. Every year, TalentBoard hosts the awards. While it is a competition, it really exists to enable companies to benchmark their candidate experience and gain insight to improve year after year (in the webinar recording, you can hear the invaluable insight CH2M gained from participating).

 

How do you use social media for recruitment and how do you track success? 

Derina: A big gain we have in the SmashFly platform is tracking the performance of social media content. I am actually talking about real content we post, things like tips, humor, talking about the military, not job postings. We create a link for each post in SmashFly, similar to Bitly, but better because it tracks applicants. With SmashFly as our social media tool, we can track which channels are performing the best, as well as which content category drives the most engagement and applications. One example: We found that while military content is what we posted most frequently, it was our lowest engaging type of content. With that data, we changed our social strategy for military recruiting, which allocated us more posts with content that was better engaging other potential candidates. The end result was more engagement with our applicants.

 

Is SmashFly fully mobile responsive? Do you offer mobile apply technology integrated with various ATSes, or do you partner with other mobile apply vendors like Mobolt? 

Mary Grace: SmashFly offers the capabilities to make your career site/job search, landing pages, and emails mobile responsive. We can partner our mobile sites with any solution, and have done so with ATS mobile and other third parties, like Mobolt.

For mobile, you have to always think first: What are you really trying to solve? When it comes to mobile apply, it’s best practice to have a capture form (talent network) in your apply flow, and we’ve seen this with our customers. There will always be drop-off before or during application, and in mobile it could even be higher. So having that talent network form is really valuable, with or without mobile apply, to capture interested candidates.

 

How do use SmashFly to better understand sourcing demands?

Rick: The data point CDW really focused on when we started using the reporting from SmashFly was how much sourcing muscle it took for us to meet our hiring goals. Before SmashFly, we were pretty much blind when it came to our pre-applicant activity. We are now able to capture all of the sourcing activity that we do. In 2014, it took us approximately 31,000 sourced contacts to get the appropriate number of applicants to get 500 hires. As we track 2015’s numbers, we are on track to need 48,000 contacts to meet a similar goal. That is going to really inform you on your capacity and how to structure your team to have enough of front-end lead and sourcing support required to hit your goals.

This transformed our decision making process. We feel like we can better predict where we are going to see success. Our sourcing data can be cut up geographically; when we are considering an expansion market, the business consults with talent acquisition to gauge our confidence to meeting their time frames. It has resulted in consideration or non-consideration for specific markets. The data has been invaluable.

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