SmashFly Recruitment Marketing Technology Blog
Candidate Engagement
3 Ways to begin two-way communication with your Talent Community
When I think about engaging your Talent Community, I like to think of it in two main categories: the Push and the Pull. For the push, this is all the content you create and push out to your Talent Network of recruiting contacts. From email & SMS blasts to video & blogging content to pod-casts … Continue reading
5 Best Recruitment Marketing Articles of the Week 2.11.12 to 2.17.12
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about #Linsanity, employer branding, sourcing on social media, challenge in careers and employee shelf life. Here are the articles our … Continue reading
5 Best Recruitment Marketing Articles of the Week 2.4.12 to 2.10.12
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about sourcing, recruiting the individual, Sodexo case study, creating your employment stories and Oracle acquiring Taleo. Here are the articles … Continue reading
What can we reasonably expect candidates to do?
Candidate Experience is one of the biggest hot button issues in recruiting. Most recruiters can agree it’s important, but there’s a lot of discussion on what you can to improve your overall candidate experience. But while it’s important to think about what YOU can do to improve your candidate experience, the question that I think … Continue reading
5 Best Recruitment Marketing Articles of the Week 1.28.12 to 2.3.12
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about candidate experience, employer branding, passive candidates and recruiting videos. Here are the articles our that interested us this week … Continue reading
5 Recruitment Marketing Articles of the Week 1.21.12 to 1.27.12
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about candidate experience, why passion matters, employer branding and social recruiting. Here are the articles our that interested us this … Continue reading
Employees = Your Best Brand Ambassadors
It’s no secret in recruiting, referrals are a major source of quality hires. And key to referrals are your employees. While many organizations understand they need to get their employees better involved in their recruitment marketing process, the question is how to do it. When getting started, you need to understand a few things. First, … Continue reading
5 Recruitment Marketing Articles of the Week 12.31.11 to 1.6.12
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In the first week of 2012 we’ll be talking about true SaaS, HR technology commandments, an innovative recruitment campaign, social media saturation and stagnant recruitment. Here … Continue reading
When did getting a lot of applicants become a problem?
“We are getting too many applicants as it is”. This is a phrase I’m hearing more and more from recruitment marketing organizations. Organizations feel this way for a few reasons: 1. They feel their recruiters are swamped as it is and additional screening would just add to the work pile. 2. They are currently hiring … Continue reading
Candidates vs. Employers: Who’s screening who?
You post a job. Candidates apply. And this is where the screening process begins for most recruiting organizations. First, recruiters filter through resumes in their ATS to find qualified candidates to interview. Second, they interview the best candidates and progress them into more interviews if needed. Lastly, they take all the information available to them … Continue reading
