Well, friends, 2017 is almost over. We made it! Over the last year, we’ve seen more organizations adopting a recruitment marketing strategy to change how they reach and engage talent. We’ve seen a shift in focus from leading with jobs to leading with brand . From AI to CRM automation to Google Jobs, we’ve seen technology disrupt and innovate the way we recruit. We’ve witnessed the growth of a new discipline championed by bold practitioners. Throughout the entire journey that was 2017, the team at SmashFly shared our perspectives on these trends, initiatives and disruption. We wrote … a lot. As I look back on 2017, seven blog posts stood out to me as the most thought-provoking and (still) relevant. And it’s not just my opinion – these posts were some of the most read and discussed on SmashFly’s blog in 2017:
A recruitment CRM (Candidate Relationship Management) tool has become a must for talent acquisition teams communicating with candidates. But, not all CRMs are created equally. In this post, Elyse Mayer dissects the features of a dynamic CRM and explores the consequences of settling for basic technology. This is a must-read for anyone looking to understand the differences between a vast selection of recruiting CRMs, and more importantly, learn how to vet the best choice to create a more personalized candidate experience.
In today’s rapidly evolving talent acquisition landscape, there’s a lot of trial and error. A lot of things that aren’t yet proven to be true. A lot of general uncertainty. In the midst of the all the trends and fads, Josh Zywien knows one thing for sure: sticking to the status quo is probably the worst approach to winning top talent. He takes a look at the importance of talent to your overall business success and dives into the dangers of staying in your comfort zone. After all, no one gets ahead by doing “what everyone else is doing.”
The term “War for Talent” made its mark in talent acquisition, basically becoming the vernacular for today’s candidate-driven market. Josh Bersin, then, went one step further when he declared that war was over and the talent won. This year, Elyse Mayer made an excellent point: really, neither companies nor talent is winning in our current state. We’re up against something bigger: the Fight for Fit. Winning talent to fill your open jobs isn’t enough. You have to use personalized recruitment marketing best practices to attract, engage, nurture (and eventually) hire talent that fits. Fits with your job, your organization, your team and your values. So, how do you do that? Elyse shares her perspective in this insightful post.
If you ask business leaders at enterprise organizations how much they spend on their B2B or B2C strategy, you’ll undoubtedly get numbers in the hundreds of thousands (if not millions) of dollars. Ask them what they spend on their B2T strategy, and you’ll likely be met with blank stares and a choir of crickets. Tracey Parsons is here to change all that, with the goal of making B2T (Business to Talent) strategy a part of the common vernacular. After all, talent is arguably the most important audience of your messaging. They’re the ones who will innovate your product, market your brand and lead your company. It’s time to start investing, seriously, in this audience.
You can’t talk about 2017 in talent acquisition and not mention Google Hire or Google Jobs. In Scott Fowle’s analysis of Google’s foray into HCM technology, he talks about the good and the bad that comes with a major player entering a new space. Whether you’re set to benefit or potentially lose from Google Hire, the key takeaway is the same: Don’t put yourself in a place that enables Google (or any other company) to dictate your strategy. It comes down to being proactive and innovating before the competition forces your hand.
You’ve heard it from the C-Suite before. “People are our company’s biggest asset.” So many CEOs feel like simply reciting this line sends a message to the masses that talent matters at their organization. But, when you think about it, what does that actually do for talent? Nada. Elyse Mayer says it’s time for business leaders to put action behind these words and start creating (and investing in) long-term strategies that win the best talent.
At SmashFly, everything we do comes back to purpose. Our purpose is connecting companies and people to unleash each of their full potential. We live that purpose in our product, our culture and our hiring practices. In his thoughtful piece, SmashFly Founder & CEO Mike Hennessy ponders the idea of purpose, why it’s important and how you can integrate it into everything your company does, from recruiting to advertising to culture and beyond.