Mary Grace Hennessy

Technology professional focused on recruitment sourcing, with a focus on how technology can transform this process to help organizations more effectively execute their talent acquisition strategy. Passionate about metrics and their ability to breath global scale performance visibility allowing organizations to gain a competitive advantage by how they recruit. LinkedIn profile: http://www.linkedin.com/in/recruitinggrace
Mary Grace Hennessy has written 5 posts for SmashFly Recruitment Marketing Technology Blog

When quality talent comes to your door, let him/her in gracefully

(This is the fifth post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy. You can view posts one, two, three and four here.) In my last post, I discussed the benefits of building a Talent Network and the importance of ensuring that this process is clean and has … Continue reading

It’s time to lose the iFrame in your Career Site design

(This is the second post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy.  You can view the first post here.) When most organizations begin building their Career Site, they concentrate on their recruitment marketing messaging, ensuring that it shares their consistent web brand and making sure it hooks … Continue reading

Do the 60% of applies that opt out matter?

(This is the fourth post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy. You can view the first, second and third posts here.) In my last post, I discussed the apply process and ways to reduce the friction in hopes of increasing applicant completion rates.  We reviewed that … Continue reading

Why do candidates try, but not always apply?

(This is the third post in a series on the Candidate Experience and Career Site Design by Mary Grace Hennessy. You can view posts one and two here.) Many organizations, caught in the cross-hairs of compliance, have inadvertently made the online apply process a real chore for candidates.  Taking somewhere between 20 minutes to over … Continue reading

Thoughts on the impacts of candidate experience

This is going to be my first in a series of posts about the online candidate experience.  Consider it food for thought for those employees at companies who oversee recruitment marketing, employment brand and generally own the “candidate experience.”  Before diving in, let me give you some context. Upon completing graduate school in 1996, my … Continue reading

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