Mike Hennessy, Founder & CEO of SmashFly, gave this opening keynote at the first-ever Recruitment Marketing Conference, SmashFly Transform. He outlines the future of work, the talent acquisition landscape and the roadmap to making recruitment marketing a discipline.
SmashFly Transform: How Storytelling Transformed Thermo Fisher's Employer BrandSmashFly Technologies
This is the way to give an employer brand presentation: by leading with employees and their stories. Charlotte Marshall, Employer Brand Leader at Thermo Fisher Scientific, humanized and personalized the company's employer brand by telling the authentic stories of the people who make the company successful every day.
SmashFly Transform: How PwC Changed Its Thinking to Better Attract CandidatesSmashFly Technologies
John May and Sondra Dryer of PwC explain how the company shifted its thinking from recruitment to recruitment marketing in order to attract, engage and nurture more quality candidates earlier on in the recruiting lifecycle.
For a B2B company, GE's corporate brand needed to be synonymous with its employer brand. Shaunda Zilich, Global Employment Brand Leader, grew brand awareness and loyalty organically: through social media, storytelling and employee advocates.
A Recruiting Leaders Guide to Recruitment Marketing Next PracticesSmashFly Technologies
Principal Analyst of Lighthouse Research and Advisory Kyle Lagunas and Director of Product Marketing Chris Brablc present the latest findings on the recruitment marketing vendor landscape and the evolution of recruitment marketing best practices.
CH2M's Organizational Transformation to a Strategic Recruiting EngineSmashFly Technologies
Amy Albright, Director of Global Recruiting Operations of CH2M, presented at HCI Boston to discuss CH2M's strategic change in recruitment marketing with the help of SmashFly's Recruitment Marketing Platform.
Recruitment Marketing in 2017: How the Fortune 500 (And You!) Stack UpSmashFly Technologies
Explore the key findings from SmashFly's Recruitment Marketing Report Card for the 2016 Fortune 500.
Download the full report card here: http://www.smashfly.com/resources/research/2016-fortune-500-recruitment-marketing-report-card/
So John Cotton, CH2M, schooled us on SEO, strategy and technology at SmashFly Transform. John deep dives into search, career site optimization, job descriptions and more to prove that strategy needs to be backed by technology for recruitment marketing success.
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
SmashFly Transform: How Storytelling Transformed Thermo Fisher's Employer BrandSmashFly Technologies
This is the way to give an employer brand presentation: by leading with employees and their stories. Charlotte Marshall, Employer Brand Leader at Thermo Fisher Scientific, humanized and personalized the company's employer brand by telling the authentic stories of the people who make the company successful every day.
SmashFly Transform: How PwC Changed Its Thinking to Better Attract CandidatesSmashFly Technologies
John May and Sondra Dryer of PwC explain how the company shifted its thinking from recruitment to recruitment marketing in order to attract, engage and nurture more quality candidates earlier on in the recruiting lifecycle.
For a B2B company, GE's corporate brand needed to be synonymous with its employer brand. Shaunda Zilich, Global Employment Brand Leader, grew brand awareness and loyalty organically: through social media, storytelling and employee advocates.
A Recruiting Leaders Guide to Recruitment Marketing Next PracticesSmashFly Technologies
Principal Analyst of Lighthouse Research and Advisory Kyle Lagunas and Director of Product Marketing Chris Brablc present the latest findings on the recruitment marketing vendor landscape and the evolution of recruitment marketing best practices.
CH2M's Organizational Transformation to a Strategic Recruiting EngineSmashFly Technologies
Amy Albright, Director of Global Recruiting Operations of CH2M, presented at HCI Boston to discuss CH2M's strategic change in recruitment marketing with the help of SmashFly's Recruitment Marketing Platform.
Recruitment Marketing in 2017: How the Fortune 500 (And You!) Stack UpSmashFly Technologies
Explore the key findings from SmashFly's Recruitment Marketing Report Card for the 2016 Fortune 500.
Download the full report card here: http://www.smashfly.com/resources/research/2016-fortune-500-recruitment-marketing-report-card/
So John Cotton, CH2M, schooled us on SEO, strategy and technology at SmashFly Transform. John deep dives into search, career site optimization, job descriptions and more to prove that strategy needs to be backed by technology for recruitment marketing success.
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
In this webinar on SourceCon, SmashFly's Danny Halloran and OpenView's Meghan Maher talk email hacks and nurture tips in order to turn your sourced candidates into applicants.
SmashFly Transform: Why Metrics & Measurement Are Key to Building an Employer...SmashFly Technologies
John Qudeen, VP of Global Recruiting at Thomson Reuters, blew everyone away at SmashFly Transform with the maturity of his team's recruitment marketing metrics. John walks through how he segments and analyzes key data to make better decisions about spending and employer branding.
Driving Success with LinkedIn as a Small or Mid-Sized Business | Talent Conne...LinkedIn Talent Solutions
You don’t need a million-dollar budget or an enormous recruiting team to succeed with LinkedIn. Talent acquisition leaders from small companies share how they've successfully built their internal recruiting functions and driven success from their investment with LinkedIn.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Yes, you can sell talent brand to your execs. Kasey Hurlbutt from CH2M will show you how in this Talent Brand webinar.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Inside the Candidate's Head: The 5 Stages of the Candidate ExperienceGlassdoor
Inside the Candidate's Head: The 5 Stages of the Candidate Experience
Chris Brablc, Director of Product Marketing, SmashFly
Kira Federer, Product Marketing Manager, Glassdoor
The Business of Business Webinar 10 March 2021Alan Wick
I’m excited to announce the launch of my new Business of Business Learning & Development Programme.
The aim of this webinar was to give attendees an opportunity to find out more about the Programme, and decide whether it's right for them.
Here’s an overview of my new Business of Business L&D Programme.
It covers every aspect of business:
The Future - Goals, Innovation, Positioning & Channels.
Money - The Meaning of Money, Financial Management, Sources of Funding.
People - Business DNA (Purpose & Values), Love in Business, Practicalities of Leading People.
Day to Day - Marketing & Selling, The 'Engine Room', Infrastructure (the 'back office').
Reinventing Recruiting in the New Work EnvironmentLinkedIn Europe
Did you know that failing to optimise the recruiting function’s structure, people, and processes can cost the average organisation €25 million a year due to new hire turnover and under performance.
The challenge is to evolve from an operational recruiting function to a strategic talent acquisition function.
In this presentation, Jean Martin, Executive Director at CEB, and Lindsay Browning, Head of Talent Acquisition EMEA at LinkedIn discussed how you can start impacting your business, based on the experience of the most successful recruiting functions which will incorporate leveraging available analytics and data.
The recording can be found here: https://linkedinemea.webex.com/linkedinemea/lsr.php?RCID=f15182303383038fed8204c9fb7e2f35
To snag top talent, small businesses need to focus on strengthening their talent brand to make their company stand out. Lauren Hodgson, Head of Hiring at Infusionsoft, shares must-knows for building your talent brand.
Download the ultimate LinkedIn guide for small business: http://linkd.in/1rHBqBk
ERE Webinar: Future-Proof Recruiting by Building Talent PipelinesSmashFly Technologies
Just-in-time hiring is dead. Organizations that understand how to future-proof their talent acquisition and recruitment marketing strategy will be brand-led, relationship-centric and data-driven. SmashFly's Chris Brablc discusses how to build talent pipelines for today and tomorrow so you can get ahead of the competition by building relationships with candidates earlier in the process.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
Hear experts from Lever, Sapling, SurveyMonkey, and Checkster share modern and actionable insights to improve the way you source, interview, hire and retain the right candidates for your business.
Founded in 1998, AdAsia is a full service ad agency providing effective ways to introduce, reinforce, or promote brands to the Asian Americans. We’ve worked with clients from technology, finance, beauty/health and automotive and generate over $31 million annually. We have experience collaborating with over 20 other agencies in strategy, creative and research development. AdAsia employs over 60 people from diverse backgrounds. We have also been ranked #1 on AdAge’s Top 10 Asian-American Advertising Agencies. Today, AdAsia is one of the most successful Asian American marketing advertising agencies in the United States.
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
Small But Mighty: The Power of Small Teams With Big Ambitions | LinkedIn for ...LinkedIn Talent Solutions
Learn how you as a SMB leader can find and attract top talent, while maximizing your time and resources.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
A Vision for Total Recruitment Marketing by @SmashFlyMike #HRTechConf 2014SmashFly Technologies
Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
How and why the recruitment sector is using mobile marketingCommify
The recruitment sector is loving using SMS and mobile marketing and for very good reason... Here is a quick guide to why and how to us SMS for the recruitment sector
In this webinar on SourceCon, SmashFly's Danny Halloran and OpenView's Meghan Maher talk email hacks and nurture tips in order to turn your sourced candidates into applicants.
SmashFly Transform: Why Metrics & Measurement Are Key to Building an Employer...SmashFly Technologies
John Qudeen, VP of Global Recruiting at Thomson Reuters, blew everyone away at SmashFly Transform with the maturity of his team's recruitment marketing metrics. John walks through how he segments and analyzes key data to make better decisions about spending and employer branding.
Driving Success with LinkedIn as a Small or Mid-Sized Business | Talent Conne...LinkedIn Talent Solutions
You don’t need a million-dollar budget or an enormous recruiting team to succeed with LinkedIn. Talent acquisition leaders from small companies share how they've successfully built their internal recruiting functions and driven success from their investment with LinkedIn.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Yes, you can sell talent brand to your execs. Kasey Hurlbutt from CH2M will show you how in this Talent Brand webinar.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Inside the Candidate's Head: The 5 Stages of the Candidate ExperienceGlassdoor
Inside the Candidate's Head: The 5 Stages of the Candidate Experience
Chris Brablc, Director of Product Marketing, SmashFly
Kira Federer, Product Marketing Manager, Glassdoor
The Business of Business Webinar 10 March 2021Alan Wick
I’m excited to announce the launch of my new Business of Business Learning & Development Programme.
The aim of this webinar was to give attendees an opportunity to find out more about the Programme, and decide whether it's right for them.
Here’s an overview of my new Business of Business L&D Programme.
It covers every aspect of business:
The Future - Goals, Innovation, Positioning & Channels.
Money - The Meaning of Money, Financial Management, Sources of Funding.
People - Business DNA (Purpose & Values), Love in Business, Practicalities of Leading People.
Day to Day - Marketing & Selling, The 'Engine Room', Infrastructure (the 'back office').
Reinventing Recruiting in the New Work EnvironmentLinkedIn Europe
Did you know that failing to optimise the recruiting function’s structure, people, and processes can cost the average organisation €25 million a year due to new hire turnover and under performance.
The challenge is to evolve from an operational recruiting function to a strategic talent acquisition function.
In this presentation, Jean Martin, Executive Director at CEB, and Lindsay Browning, Head of Talent Acquisition EMEA at LinkedIn discussed how you can start impacting your business, based on the experience of the most successful recruiting functions which will incorporate leveraging available analytics and data.
The recording can be found here: https://linkedinemea.webex.com/linkedinemea/lsr.php?RCID=f15182303383038fed8204c9fb7e2f35
To snag top talent, small businesses need to focus on strengthening their talent brand to make their company stand out. Lauren Hodgson, Head of Hiring at Infusionsoft, shares must-knows for building your talent brand.
Download the ultimate LinkedIn guide for small business: http://linkd.in/1rHBqBk
ERE Webinar: Future-Proof Recruiting by Building Talent PipelinesSmashFly Technologies
Just-in-time hiring is dead. Organizations that understand how to future-proof their talent acquisition and recruitment marketing strategy will be brand-led, relationship-centric and data-driven. SmashFly's Chris Brablc discusses how to build talent pipelines for today and tomorrow so you can get ahead of the competition by building relationships with candidates earlier in the process.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
Hear experts from Lever, Sapling, SurveyMonkey, and Checkster share modern and actionable insights to improve the way you source, interview, hire and retain the right candidates for your business.
Founded in 1998, AdAsia is a full service ad agency providing effective ways to introduce, reinforce, or promote brands to the Asian Americans. We’ve worked with clients from technology, finance, beauty/health and automotive and generate over $31 million annually. We have experience collaborating with over 20 other agencies in strategy, creative and research development. AdAsia employs over 60 people from diverse backgrounds. We have also been ranked #1 on AdAge’s Top 10 Asian-American Advertising Agencies. Today, AdAsia is one of the most successful Asian American marketing advertising agencies in the United States.
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
Small But Mighty: The Power of Small Teams With Big Ambitions | LinkedIn for ...LinkedIn Talent Solutions
Learn how you as a SMB leader can find and attract top talent, while maximizing your time and resources.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
A Vision for Total Recruitment Marketing by @SmashFlyMike #HRTechConf 2014SmashFly Technologies
Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
How and why the recruitment sector is using mobile marketingCommify
The recruitment sector is loving using SMS and mobile marketing and for very good reason... Here is a quick guide to why and how to us SMS for the recruitment sector
Direct employers, staffing agencies and job boards throw around the term recruitment marketing all of the time, but for job seekers the idea might sound esoteric. In fact, this trend is important because it shows job seekers that they have the upper hand in today's jobs market.
This is the second part of the Recruitment is Marketing series by Recroup. In this part we talk about what is employer brand. How to establish your employer brand.
How employee engagement is required in order to build a strong employer brand.
Part 1: Georgia State University, College of Education Recruitment PlanBahati Banks-Cox
Presentation created for interview with Georgia State University's College of Education to implement an inbound/content marketing strategy to recruit more qualified graduate students.
Recruitment Marketing Masterclass - The BlueSky PR / Barclay Jones Mash Up
Want to get practical advice from recruitment marketing experts?
Our recruitment marketing community loves this workshop - they tell us it's insightful, exciting and full of useful takeaways. But don't just take our word for it:
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
UX Design professionals are some of the most highly sought after talent in the creative and design marketplace. Despite this high demand, landing a UX job can be difficult in this ultra-competitive profession. To help fuel your search and advance your career, we’ve reached out to some of the top talent in the UX space to get their advice on how to land your dream UX job.
You can view the full transcript at: http://www.onwardsearch.com/career-center/ux-career-advice/
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
Recruitment Marketing 101: How to Leverage Social Tools to Promote Your Emplo...Glassdoor
Join Glassdoor and Cigna for “Recruitment Marketing 101: How to Leverage Social Tools to Promote Your Employer Brand”. We explore how global healthcare insurance company Cigna upgraded its employer brand and social media strategies to help job seekers develop a strong interest in its organization.
In this presentation, we will cover the value of multi-channel recruitment marketing and identify the best combinations for advertising your jobs to attract the highest quality candidates.
SmashFly Transform: How Great Clips Turned Recruitment Marketing Into a Disci...SmashFly Technologies
To turn recruitment marketing into a discipline at Great Clips, Talent Acquisition Director Jared Nypen started with brand first. He focused on created personalizing content and nurturing their talent network to build brand advocacy and interest.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
Mobile technology has evolved so fast it has been hard for employers to keep pace. Every day the solutions market has been scrambling to deliver new features or new products to address this ever-growing need.
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
Redefining Success: How to Take Charge of Your CareerAnna Lundberg
The uncertain economic situation along with a changing work landscape has transformed the conditions for success in our personal and professional lives. It’s no longer a question of staying comfortably in the same job until we retire, while the boundaries between work and home have also blurred. We must become proactive and take ownership of our own careers, and our lives. We must open our minds to different options, challenging our assumptions and taking calculated risks; we must make sure that we’re constantly developing our skills via lifelong learning that will ensure that we’re competitive against our peers, not just locally but globally; we must take responsibility for the direction of our own careers, making meaningful connections and building our personal brands; and we must do all this with passion and conviction, as we craft our own versions of our most fulfilled lives.
The Future of Labor in America moderated by Greg David LakaGreg David
Learn about labor trends and why you should strongly consider getting away from the false sense of security and stability that Corporate America no longer offers. Learn why more than 50% of working citizens in America are no longer corporate W2 employees, and how the fastest growing labor market sector can benefit you and your family far more than traditional employment opportunities. Delivered and moderated by Greg David Laka of Laka & Company.
The Future of Labor in America: Solopreneurs, Entrepreneurs, Contracting, and...Greg David
Learn about labor trends and why you should strongly consider getting away from the false sense of security and stability that Corporate America no longer offers. Learn why more than 50% of working citizens in America are no longer corporate W2 employees, and how the fastest growing labor market sector can benefit you and your family far more than traditional employment opportunities.
Do you have any open positions? Have your methods changed in acquiring talent? If not, #linkedIn has great tools to help you strategically find your missing link.
Hiring has changed dramatically over the years and will continue to do so in #2016 will bring more changes in #talentacquisition for clients and passive candidates alike #brandthejobwithculture #retentiongoals #todayshiretomorrowsfuture #linkedIn
Workplace in 2020 - KangoGift NECINA KeynoteKangoGift
Keynote presentation from Todd Horton (KangoGift) at NECINA's annual conference. Discussion on global HR trends that will shape the workplace in 2020. Topics covered include recruitment, compensation, and what will motivate a global worker.
The Future of Business Citizenship - People's Insights MagazineMSL
For our global research study, The Future of Business Citizenship, we surveyed 8,000 young people in 17 countries. Our findings confirm that Millennials have high expectations from business and add an insightful layer to our observations around this generation, with real implications for brands and corporations.
MSLGROUP's global team of corporate and brand citizenship experts dive deep into the results of our study and outline what Millennials value as individuals and what they expect from businesses. The Future of Business Citizenship is part of MSLGROUP's People's Insights project that crowd-sources insights and foresights from MSLGROUP experts.
We hope you enjoy reading this comprehensive report and invite you to share your feedback and tips with us @PeoplesLab or you can reach out to us on Twitter @msl_group.
MSLGROUPs latest survey of 8,000 Millennials across 17 countries reveals that they feel very differently from preceding generations about businesses’ roles in dealing with the world’s greatest challenges.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Sage's Walk With me: our global study on the next generation of entrepreneurs!Sage Belux
This global study by Sage looks at the motivations and personas of young entrepreneurs. Millennial entrepreneurs have a huge role to play in the start-up economy and are shaping the modern workplace at great pace. But they can’t be grouped together as a homogenous stereotype. Our research shows that they fall into distinct camps with specific hopes, fears, concerns and ways of working. They will be our next generation of business builders, the heroes of the economy, and understanding what makes them tick now stands us all in good stead for the future. That’s true of the people that want to do business with them, buy from them, hire them or create policy that helps them to grow.
A presentation I delivered with Dr. Leahcim Semaj at the annual Jamaica Employers Federation Conference.
Truncated Abstract: The standard marketing broadcasting function of social platforms are just the tip of the iceberg. These networks are the world’s first listening platform, allowing businesses to directly engage with prospective and existing customers in real time to solve problems, streamline customer service, and convert sales by giving insight into when, why, where and how they buy.
Kemal Brown (C)
Similar to SmashFly Transform Keynote: Transforming Recruitment Marketing Starts With You (20)
What do the best of the best in recruitment marketing strategy do differently? We have the data, examples and stories from 5 years of original research on the Fortune 500 in this webinar.
[SmashFly Webinar] A Career Journey: Get the Big Picture from Talent Experien...SmashFly Technologies
In the simplest terms, career decisions ultimately boil down to: What’s in it for me?
The thing is, the answer to that question is far more complex than perks and paychecks. If you look at the nuances of individual experiences, how each person learns about and interacts with your brand before and after the hire, a much bigger picture emerges.
It’s not that the candidate experience is broken. More accurately, the lens through which we view the candidate experience is broken – We’re not looking at it at an inter-personal level, and the many, many micro moments that gradually build relationships between people and employers.
Join Jennifer Burnett, Ph.D., Senior Principal Consultant, Thought Leadership at Cornerstone OnDemand & Shannon Seery, Recruitment Marketing Strategist, Symphony Talent, to uncover the deeper value of creating micro moments across the career journey.
Talent Mobility: Building Human Connections Beyond the Candidate LifecycleSmashFly Technologies
Have you heard about the TA "infinity loop"? Here's the idea: Recruiting isn't a single-direction assembly line of matching resumes to reqs and funneling prospects into pipelines — it lays the foundation for lasting relationships that engage (and re-engage) the talented people your business needs to succeed today, tomorrow and even years down the line. It's a lifecycle.
Intel's Talent Analytics and Automation Manager Tyler Weeks and SmashFly's Head of Recruitment Marketing Strategy Brandy Ellis held a live webinar discussion to give you the rundown on the candidate journey's new shape, plus the real-world examples you'll need to successfully navigate it.
2019 Recruitment Marketing Benchmarks: Where to Gain Your Competitive AdvantageSmashFly Technologies
How are the best of the best separating themselves from talent acquisition mediocracy? And which companies are actually capitalizing on all the shiny new technology (ahem, CRMs) in the market?
SmashFly’s 4th annual research report on recruitment marketing tactics and adoption shows that there’s a competitive advantage for the taking—and despite the chatter and initiatives around candidate experience, there are extensive opportunities for growth.
Because smart recruiting campaigns are kinda part of a recruiter's job now. A great recruiting email has the power to prompt change in perspective and action – and career path.
In SmashFly’s webinar finale of 2019, hear email campaign strategy and messaging expertise from SmashFly’s VP of Marketing, Josh Zywien, and VP of Recruitment Marketing Center of Excellence, Tracey Parsons, plus see real-world examples of recruitment marketing campaigns from companies across industries.
SmashFly and Traitify present a recruitment marketing webinar on how to scale personalization and create unique candidate experiences for enterprise organizations. There's no better example than GE: dive into how GE nurtures its talent network and truly thinks through marketing campaigns that help candidates answer "why this company" and "why now."
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
Recruitment marketing is an evolving practice. But innovation in the space has not kept up with quickly rising stakes. Find out where the Fortune 500 win, and where they can improve when it comes to recruitment marketing.
The 2018 Recruitment Marketing Smackdown: New Players, New PlanSmashFly Technologies
The entry of Google and Facebook into the recruiting space means big changes. Find out how to plan for success in 2018's constantly-shifting talent acquisition landscape.
Yes, you need a content marketing strategy to boost your recruitment marketing strategy: they go hand-in-hand. See what marketing experts from SmashFly and The Muse have to say about the recruiting content that will propel your candidate experience.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglySmashFly Technologies
People no longer want to work for a company, they choose to work with a company. Learn how you can create & curate recruiting content that is effective at each stage of the candidate journey.
AI is everywhere – and it’s starting to dominate the conversation in talent acquisition. Experts from SmashFly, HiringSolved & Allegis Global Solutions explain how recruiting teams are using AI today, and how you can too!
SmashFly's Chris Brablc & CSRA's Justen Baxter share how sourcing expertise, marketing strategies and the right technology come together to create the sourcer of the future.
Recruitment Marketing agencies make great creative partners, but should they hold the keys to your technology? How to tell if your agency is a good partner or taking advantage of you.
That's a lofty talent acquisition and business goal, but Intel's Allyn Baily and Pam McKnight are on the right track, using a recruitment marketing strategy and Recruitment Marketing Platform to reach more targeted candidate personas.
SmashFly Transform: Give Them a Candidate Experience They Can't RefuseSmashFly Technologies
Julia Levy, Talent Acquisition & Recruiting Operations Director at Fiserv, outline what makes the Fiserv candidate experience stellar, from understanding the candidate decision cycle and recruiter and hiring manager to retargeting ads and personalization.
Tracey Parsons, Director of SmashFly's Recruitment Marketing Practice, gives an insightful and entertaining session at Social Recruiting Strategies Conference where she discusses email marketing tips and recruitment marketing strategies for really speaking to passive candidates.
4. 70%The number of U.S. companies that plan to invest in a
Recruitment Marketing Platform in the next 12 months.
5. What we’re talking about:
1. How we got here and where we’re going
2. The people driving the transformation
3. The impact on the workforce
4. It’s time to transform
5. Challenges we face & opportunities to grow
19. 4.
IT’S TIME TO TRANSFORM
“And then one day you find ten years have got behind you
No one told you when to run, you missed the starting gun”
– “Time” by Pink Floyd
20. A social connection today
could be a candidate for life.
• 90% of people are open to a new job.
• The average person is in the market 10-15
times.
• 90% of younger workers say social job
searching is the new normal.
• Millennials (age 25+) and Gen X consumers
contribute to 70% of all user-generated
content online.
21. Your employer brand is
paramount to your
corporate brand
• 69% of job seekers would not take a
job with a company with a bad
reputation, even if they were
unemployed.
• 66% of candidates say culture is
what they want to know most
about.
• Purpose-oriented people stay in
their jobs longer.
22. Your employer brand is
paramount to your
corporate brand
What percentage of companies
would not do business with a
company with a bad
reputation??
Intro to my backround – excited to be here
10 year anniversary. Long & winding road.
Privileged to witness evolution and new momentum
I want to share a number with you.
70%
Before I tell you what this number means, I want to preface it by saying this number represents more than a decade of transformation and it’s a large part of the reason you’re in this room today.
70% old recruiting processes don’t work as well anymore.
the candidate the employee experience matter.
70% represents companies understand the ever Importance of their EB – investing in new discipline
Budget backed number of realization to what’s been happening over the last few decades in recruiting.
Looking for a metric to bring back to your team exhibit A
So, with that backdrop, I’d like to talk to you today about the state of recruitment marketing. Specifically I’ll cover these 5 topics.
How we got here and where we’re going.
The people driving the transformation
The impact of RM on the workforce
It's time to transform your organization
The Challenges we face & opportunity to grow together.
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Cultural shift we’ve experienced
Early Web was very much a publish/subscribe model. Data & information was published, people subscribed
Everyone Became Information publishers. Rise of blogs, social sites, etc.
Today, user generated content is king. We call these digital footprints. And almost all of us have an online digital profile .
What that means is that we can now known and found on the web.
Back then, there was no way to really find/or identify people and skills so we posted on job boards and processed the candidates who applied to the job.
13% active, fishing from small pond
Almost 90% of people aren’t actively looking for a job. Chances talent is there
Holistic view of going after 100% of talent, both active & passive.
How well you leverage tech,skills, process to find, message, engage will determine success.
Accumulating effect of HR tech, . We didn’t get here in a vacuum.
And the investment in solving the problems has been large.
The According to CB Insights,
Unchartered territory for almost everyone, the path forward and how to best solve it wasn’t clear.
Right Path =More holistic, systematic and thoughtful approach to how to compete for talent in the future.
You were at HR Technology Conference
You frustrated with the status quo, know it’s broken and are ready to bring this transformation to life.
And from my perspective, that’s a healthy place to be.
We need to move beyond the hype and get down to real business…the business or recruitment marketing and driving this transformation forward.
We’ve come a long way and there’s a lot of momentum.
compare the obvious parallels between Marketing / Recruitment Marketing
From a technology perspective,
The biggest area I see for RM =maturing as a real TA discipline
Driving reasons for having this Transform Conference, to further RM as a discipline.
Marketing is much further - the art & science or successful marketing.
Although as a product/engineering type of person,
Need discipline to catch up to technology. We need RM skills, know-how, etc
So, it’s largely the folks in this room that will chart this course.
So who are the people leading this transformation? What do they look like? Hint - look around you.
In this room are modern recruitment marketers. Bold, creative..
The one thing I know everyone in this room has in common,
What you may NOT have in common is where you come from.
RM is not just about Talent Acquisition.
Marketing’s purview = corporate brand and it’s reputation. Increasingly, the EB and B are synonymous.
True story, - RFP process with a prospect . Business was Blind sided
The candidate and employee experience has never had a bigger impact on a companies overall brand and reputation.
Encourage you to think like a marketer
Worlds are colliding!
underpinings a modern recruitment marketer.
Strategic Thinker: unconvential solutsions role. Designing, developing, defining
Outside of assessing job specific skills, this is essential to attracting candidates who have the personality, work preferences and shared mission to be a strong cultural fit, and remain with the company longer. "
Creative Storyteller: 2016 Edelman Trust Index,
Ravenous Marketing Tactician: marketing discipline, different content is relevant at different points in the journey, speed with which digital marketing changes
Average Candidate uses an average of 16 channels to research a job.
Fearless Change Agent: They embrace the fact that they will lead by example and expect to use business analytics to motivate widespread change.
So what effect is RM having on the workforce of today and tomorrow?
Flipped roles. Consumerization of the candidate
unlimited access to information = ability to dream bigger by learning faster. Course of study. No limits on opportunities.
Untethered smartphones and distributed teams have completely
The stigma that came with job hopping is nearly gone.
Talented people they lean into the positive outcomes that come from change; change is a means to achieving dreams
So, what’s the next logical step?
You stop working for a company and starting working for yourself.
The rise of the Liquid workforce or what is also known as the “Gig economy”
Accenture.
Agile organizations are restructuring their workforce around this new reality.
These teams represent a blend of full time employees, etc.. (ready to be plugged in when the opportunity comes.)
More fluid career with more flexibility, with time at work invested strategically as people collect the valuable experiences
With the dramatic changes in the hiring and workforce landscape,
Innovation in how companies attract, hire and retain employees is happening at a faster and faster clip.
Workers will naturally gravitate towards forward thinking companies that understand these new realities and are setup to take advantage of them.
As business leaders, be reinventing your processes and looking for new ways of taking advantage of digital services that become available in increasing frequency.
The workforce is changing and it’s your job to ensure you have the right talent
So, now is the time to transform your organization, if you haven’t already started.
Lyrics popped In my head. Reason = The changes happening in the workforce today are dramatic, everything is moving so fast. .
If a company thinks that they can just sit on the sidelines
…. its’s time to run!
Everyone in this room has the opportunity to make their professional mark
More direct access to talent then ever before.
An increasingly independent workforce
Increased digitization and technology advances which enable the ability for rapid innovation changes to business and recruitment processes. .
You are the leaders who can drive this TRANSFORMATION
In 1995, only 1% of the worlds population was online. In 2016, over 40% of the worlds population is online. Over 3.5 Billion people.
That’s a lot of people? You are now fishing in oceans, not ponds.
Maybe you can start communicating with these people earlier
Because 90% of younger workers say social job searching is the new normal . New channels.
And the newest generations are even more plugged in.
If you don’t already have one, you need to create a comprehensive strategy
As the recruitment marketing professional, it’s your job to start communicating with that talent today
employment brand is increasingly paramount to your corporate brand.
Whether you like it or not, your EB is more transparent.
Impact of Negative experience = Almost 70% of job seekers... Ouch!
Not understanding what it’s like to work somewhere is the biggest obstacle to changing jobs
Because purpose oriented people stay in their jobs longer.
You need to start today to baseline your employment brand.
You need an authentic way to tell your story
Proactively monitor your employee experience - drive the necessary changes to increasing the overall experience.
Have a goal of turning your employment brand into a competitive differentiator.
I don’t have those stats
I’d bet good money a negative rating it will have a significant impact on your business.
This is super important! Bridge the gap in conversations with leadership about the importance in funding recruitment marketing.
It’s been recently uncovered through wikileaks of colin powell’s
How many other companies and vendors ….drive business decisions? … major implications for your business.
RM needs to take the lead on driving this message. Changes to behavior have to start at the most senior level.
Critical for your company to invest in candidate and employee experience.
it’s direct correlation to your companies brand, reputation and impact on the business.
So what are some of the challenges the people in this room have faced or will face as they grow as a Recruitment Marketer and push the discipline forward within their own organizations?
Recruitment marketing is still maturing as a discipline.
push back from C level executives. HR marketing tools & HR Marketing resources
not understand the differences between recruiting and recruitment marketing.
the importance and impact of your employer brand on the overall company’s brand.
But being misunderstood provides you an opportunity to show them something new & unexpected
lacks the funding, resources or support
A business case must be made to your leadership
You need to bring together the market data, the metrics and the use-cases - not selling software, selling new way to complete.
Get started today.
The important thing to remember, is that when you are selling the idea of RM,
grow ourselves personally as experts in this discipline.
Remember, we’re just at the beginning.
A lot to learn and there is a lot of unchartered territory in front of us.
As Marketing has matured, we can see the new levels of specialization
As discipline matures, you will probably need to decide on what you want your role to be, daunting task.
The fact that you’re here is a HUGE first step.
In being here, you show the commitment to push yourself and advance the discipline of RM.
And The more you help to move the discipline forward, the greater the results you’ll achieve both personally and professionally.
With recruitment marketing and employer branding rising in importance
no-one can do it alone. Technology vendors, analysts, practitioners. We all need to work together to move the ball forward.
That’s why we’re having this conference. We need to learn from one another, share what works and what doesn’t work.
This 2-day conference is a great start, but one of my asks (and I haven’t asked for anything so far)
Remember, the more we work together to advance the discipline, the more impact we can all have.
And of course, if any of you have ideas of what we can be doing at SmashFly to better advance the discipline, I am 100% all ears.
Over the next 2 days we’ll unpack this bold new discipline,
Here are some things to keep in mind: team effort, tech from smashfly, we believe.
A quick glimpse of what you’ll be learning over the next 2 days.
Learn about ….(4 things)
I challenge you to get the most out of your two days at Transform….
Ask the hard questions, Introduce yourself to your new peers, Share what you’re most excited about, and what scares you.
We’re super excited