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It was a big week at SmashFly, and we’re using this Friday to celebrate some great knowledge sharing! We launched our second original research study, this one on how the 2015 Fortune 500 use recruitment marketing best practices. We also had a powerhouse webinar with Glassdoor, Derina Adamczak of CH2M, Marvin Smith of Lockheed Martin, hosted by the one and only William Tincup.

 

Content of the Week

It takes a ton of time and a ton of effort, but there’s nothing more eye-opening than original research. Such is what we learned in our just-released report: SmashFly’s Recruitment Marketing Report Card for the 2015 Fortune 500. Download it for pages and pages of findings, stats and insights.

rm report card cover

 

Tweet of the Week

We thought it would be the webinar of the month, and it lived up to expectations. Listen to the full recording of our latest webinar “The Candidate Journey: What Affects the Decision to Apply” and get some enlightening ideas on how to improve your candidate experience from big brands doing it. (Plus check #CEjourney for some awesomely entertaining and educational tweets.)

 

Articles of the Week

In no particular order:

Recruiters, Hiring Managers Must Collaborate Well to Succeed by Roy Mauer (@SHRMRoy)

We’ve been seeing a lot more content on this topic lately, and it is so vital for talent acquisition success. Recruiters and hiring managers are both integral in improving candidate experience, as well as for making better, quicker hires. Roy outlines some interesting research, as well as some tips on how to strengthen this relationship.

 

Passive is Passe – Executives Say Active Job Seekers Make the Best Candidates by John Zappe (@TLNT_com)

Well, of course. Active job seekers make the best candidates for your reqs today. But what about your reqs for next month? Or next year? You can’t always start from scratch, seeking active candidates from job boards. We agree with John’s angle: ignoring passive candidates can be a costly mistake. We’ll even say it IS a costly mistake. Building pipelines of qualified, interested candidates to source from will get you ahead of the hiring game.

 

“It Ain’t Over Till It’s Over” – What Talent Acquisition Can Learn from Yogi Berra by Kara Yarnot (@klyarnot)

We lost a legend this week in the great Yogi Berra. This post from Kara is timely, interesting and relevant—she shares her favorite quotes from Berra and how they relate to talent acquisition. We’ll let you read.

 

3 Ways to Stand Out Among 1 Million Applicants by Marillyn Hewson of Lockheed Martin (@LockheedMartin)

This is a great post from the CEO of Lockheed Martin, who receives no shortage of applicants (1 million a year!). But how do they find the quality? How will you stand out? Marillyn writes a great post to candidates on how they can be memorable. “Our best hires aren’t simply the best and brightest candidates. They are also the ones who understand why Lockheed Martin is the right place for them.” Understanding the job, the company and the fit is key.

 

Candidate Experience for Dummies by Pete Radloff (@PJRadloff)

Candidate experience seems so simple. Pete outlines this: “Respond to all of your applicants. Know them, at least a little, before engaging. Be a person. Answer all of their questions.” Simple! Right? Aren’t these the same expectations you would have as a consumer? Organizations should start working toward these transparent qualities—even a “no thank you” response will make a world of [positive] different to a candidate waiting for an answer.

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