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Marketing / Employer
Branding Leader Allegis
Global Solutions RPO
LET’S DROP SOME KNOWLEDGE
From August to October 2016, SmashFly analyzed the
career websites, social channels, lead generation and
talent nurture of the 2016 Fortune 500 to understand
their use of Recruitment Marketing practices. Practices
assessed were publicly available via the Internet and
covered 36 criteria across 8 categories.
Biggest Takeaway: The 2016 Fortune 500 companies are better
recruitment marketers than last year’s class.
The 2016 Fortune 500 earned an overall average of C for their use of Recruitment
Marketing best practices.
Their overall grade is “good,” but can be improved by:
- Enabling candidate leads to opt in to a talent network or job alerts without before
applying for a job
- Nurturing leads with consistent, personalized communication to convert leads
into qualified applicants at the right time
- Sharing content other than jobs through email and social channels in order to
attract and engage
What is an employer brand and how does that differ
from a consumer brand.
What are some of the ways to work with an agency
or is it more advantageous to bring that function in –
What are way that you’ve measured success and
how does one ensure they are getting an ROI on
their recruitment marketing spend?
How does recruitment marketing impact the bigger
business / bottom line of the organization?
What are unique innovative tactics that you have
seen or deployed that have had significant impact on
4. EMPLOYER BRANDING