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Happy Friday all. And to everyone who is headed to HR Tech on Sunday, get some rest before the Vegas extravaganza. In anticipation of HR Tech (we’ll be in Booth #919 educating + entertaining), we published an awesome resource that will get you thinking big about recruitment marketing (see below!). Take a look at our top content, tweet and articles of the week.


Content of the Week

We asked 37 talent acquisition leaders their perspective on the most important recruitment marketing tactics to implement in 2016. What we got was 37 big, actionable ideas, so we made it into our 2016 Recruitment Marketing Ideabook.

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Tweet of the Week


Articles of the Week

In no particular order:

Why Your Employer Brand is Holding Out for a Hero by James Ellis (@thewarfortalent)

“You think it’s obvious that you’re Superman, but the rest of the world just sees Clark Kent.” A cool analogy for why many organizations struggle with a strong employer brand: just because you know it or your colleagues knows it, doesn’t mean the rest of the world knows it. Show AND tell your employer brand, and do it through those advocates who know it best!


What it Takes to Become a World Class Sourcer or Recruiter by Glen Cathey (@GlenCathey)

This is a meaty piece by Glen, but its worth the time because it is everything you want a read to be: 1) seamless and simple, 2) entertaining (yes, he includes Allen Iverson’s “Practice” video, and 3) eye-opening. In it, Glen talks about the most talented recruiters, and more importantly, why talent and training aren’t really why they’re successful. It’s deliberate practice.


Fortune 500 Companies Earn “C” for Careers Pages by Roy Mauer (@SHRMRoy)

Roy highlights all the major points from our latest original research “The 2015 Fortune 500 Recruitment Marketing Report Card.” Tons of stats and tidbit here – thanks for the coverage Roy!


A Good Recruiting Brand is Hard to Find by Jeff Dickey-Chasins (@JobBoardDoctor)

A strong call-to-action for both talent acquisition vendors and technologies, as well as recruiting organizations, to make their brand a priority. Jeff makes a great point: “By the way – a logo is not a brand. A tag line is not a brand. You’ll have all of these in a strong brand, of course, but branding goes much deeper. It gets into what you do and why you’re unique.” A unique, engaging, encompassing brand is the foundation of recruitment marketing and how you will find, attract and convert better talent.


This is the New Generation Gap at Work by Erika Fry (@erikafry)

An interesting look at how different types of employees stay in touch with each other and share their experiences, highlighting Slack and Medium as two emerging channels. This brings to mind an even larger theme: understanding your employees (or target candidates) and learning what and how they best consume content and communicate to each other. If employees are communicating to each other differently, you should probably take notice for recruiting communication as well.

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