Featured Image

Another week and more awesome perspectives. We’re excited to share two new pieces, the Recruiter’s Guide to Digital Marketing eBook and the 2015 Fortune 500 Recruitment Marketing Report Card Infographic. Take a look — plus check out our favorite articles of the week covering big ideas and trends in recruitment marketing, talent acquisition and the workplace.


Content of the Week

The final eBook installment in a great partnership between SmashFly and Recruiting Daily. Matt Charney took the lead on this one, filled with ways recruiters can better convert top candidates through PPC, SEO, landing page best practices and more. Get the Recruiter’s Guide to Digital Marketing, it’s worth it.

Smashfly_eBook 3_ cover-image


Tweet of the Week

Articles of the Week

To Lure Applicants, Employers are Talking Up Benefits, 401ks in Job Ads by Claire Zillman (@clairezillman)

More proof that attracting and hiring talent is harder than ever. The move to listing benefits and 401k in job ads is good for transparency, something we all know candidates seek and appreciate in their career search experience. But there are other ways to attract and engage talent to your employer brand in addition to listing benefits or salary upfront. Make the candidate the hero in your job ads: How will they fit into this role? How will they make an impact on your organization and yous customers or end users? How will they grow in your organization? Use employee stories, day-in-the-life videos or images to make your job descriptions different.


6 Ways Work Will Change in 2016 by Jared Lindzon (@JLindzon)

These are really thought-provoking. We took big notice to some of Jared’s points, like “finding and onboarding talent in the brick-and-mortar world takes an average of 43 days, compared with three days in the virtual world.” And “… video is becoming the new medium.” As well as, “There will be a renewed focus on design in places where it hasn’t traditionally been an area of consideration, such as HR.” We see these as major points in how, specifically, talent acquisition will change. Using recruitment marketing strategies, talent acquisition will get more interactive, more engaging and more transparent in the front-end of finding and attracting talent. Plus, we see a huge opportunity for Recruitment Marketing Platforms to actually help teams by being more intuitive to use. Technology should make you happy every time you use it!


4 Ways Diverse Teams Can Boost an Employer’s Brand by Heather Huhman (@heatherhuhman)

Heather makes a great point: “But, diversity is more than just demographics. Workplace diversity includes differences in work ethic, thought processes, communication styles and motivational drivers.” She highlights four challenges organizations have in attracting diverse talent and teams and tips how to solve them. First step, THINK more broadly and diversely!


The Simplest, Cheapest Sourcing Tool? It’s Referrals From Job References by Dr. John Sullivan (@DrJohnSullivan)

This is an interesting and very actionable post from Dr. John Sullivan, who always writes great perspectives on the power of referrals. Here he talks about the value of circling back to references for your exceptional new hires. Referrals don’t have to be just from employees! In fact, organizations are limiting themselves by not using a broader network of advocates to help you find great candidates. Your old colleagues, your most active fans on Facebook, your organization’s alumni. Good people (usually) know good people.


What’s on Second: Recruiting Technology and Project Management by Elaine Orler (@elaineorler)

The second in a three-part installment on selecting vendor software, Elaine highlights the importance of team alignment, project management and a strong criteria of what you’re looking for. Its sometimes a long and arduous undertaking to look for and select the right technology for your organization, but we second Elaine’s points: it is SO important to understand the criteria you’re evaluating and the functional requirements you NEED to make it work with your current systems. Don’t settle for “X will be better than X.” Have a strong plan of what you want to be able to perform and measure in the short- and long-term.

Leave a Reply