You’ve Lost That Loving Feeling … in Your Job Descriptions

SmashFly

The story I’m about to tell isn’t coming from Hadley “SmashFly’s communications person,” but rather Hadley “the passive candidate” that SmashFly successfully converted in 2016. The post You’ve Lost That Loving Feeling … in Your Job Descriptions appeared first on SmashFly Blog. Careers employer branding job marketing SmashFly writing a better job description

Smashfly Upgrades Its Career Site to Enable Talent Screening

HR Technologist - RB

SmashFly has upgraded its career site solution with enhanced job descriptions, blogging, and dynamic content personalization. Recruitment Marketing

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How to Write an Epic Job Description (in 500 Words)

SmashFly

With the average candidate visiting between 12-18 sites before they even get to your jobs, it’s exceptionally important to use that job real estate wisely once they do. The post How to Write an Epic Job Description (in 500 Words) appeared first on SmashFly Blog. Career Site Optimization recruiting with content

A Recruiting-technology Company Is Testing Unusual ‘Early Admittance’ Job Posts

ERE

In searching for its own employees, SmashFly is dabbling in “early admittance” — something many of us have seen done similarly in the college-admission process , but not in recruiting. Job Descriptions Job Postings Featured

All Of Your Rules Make You Suck At Recruiting!

Fistful of Talent

Okay, let’s add some things into the job description, like requiring a bachelor’s degree, to help pare down the number of applicants we get. I would never call myself a ‘road warrior’ but I fly frequently.

10 Effective Taleo ATS Job Page “Overlays” [2020 Update]

Ongig

Your job postings are a key piece of your recruitment strategy. And if you’re a Taleo client there’s a good chance you’re considering enhancing your job postings. The top-level goals of your job postings are to: Attract the candidate. Are your job postings modern (e.g.

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Recruitment Marketing: The Ultimate Guide

Ongig

You can think about it as traditional digital marketing, but instead of marketing to consumers, you are marketing to candidates and job seekers. Today’s job market is quite different than the past. aren’t actively looking for jobs or already employed) but will express interest if they see something that catches their eye. Recruiting post for engineers click through to a page focused on your company’s engineering jobs, benefits, perks, etc.).

What Will the Talent Acquisition Platform of the Future Look Like?

Fistful of Talent

Traditionally, our ATS was just this big dumb database of applicants who applied to our jobs that were listed on our career site. We needed our ATS to post jobs to the career site, allow applicants to apply for the job, allow us to see those applicants and then make a decision on if we wanted to pass them on to a hiring manager or not, and that was really about it. ATS Smashfly Tim Sackett applicant tracking system HR Tech TA Tech Stacks talent acquisition tim sackett

Inbound Marketing for Recruiting: Making Candidates Care Enough To Click

Recruiting Daily

They keep seeing the same crappy job descriptions or career related copy over and over. Whether that’s the AdWords served up in the results of the 85% of job searches that start with a search engine, or an automated job alert feed of irrelevant results sent straight to their inbox, candidates won’t respond to any call to action if it’s not compelling enough to do so in the first place. No wonder 19% of job seekers said they’d rather wait at the DMV than apply to a job.

8 Ways to Really Understand Company Culture Before You Join

SmashFly

You’ve just read a job description, and you’re so excited. Continue Reading → The post 8 Ways to Really Understand Company Culture Before You Join appeared first on SmashFly Blog. It is exactly what you want in your next career step. And then you get that magical call and talk with the recruiter and everything seems aligned. You do your research and prepare for the interview. You ask good questions, and you get good answers.

5 Best Recruitment Marketing Articles of the Week 2.21.15 to 2.27.15

SmashFly

This week we’ll be covering rising job opportunities, A/B testing of job descriptions, passive aggressive recruiters, employment branding and successful conferences. appeared first on SmashFly Blog. Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing and other recruitment trends.

How to Create a Recruitment Marketing Role at Your Organization

Rally Recruitment Marketing

My dream job. Glassdoor , careers site, job descriptions). Job ad platforms (e.g., Beamery , Smashfly , PhenomPeople ). I kicked off my external networking by contacting Alyse DeLange, Recruitment Marketing Strategist from Smashfly when my curiosity for Recruitment Marketing peaked. My name’s Tricia, and I’ll be sharing insight into my journey as a new full-time Recruitment Marketer.

5 Best Recruitment Marketing Articles of the Week 3.14.15 to 3.20.15

SmashFly

This week we’ll be talking about better job descriptions, future of HR, recruitment marketing questions and the candidate experience. appeared first on SmashFly Blog. Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing and other recruitment trends. Before we get started here’s our best content and tweet of the. Continue Reading → The post 5 Best Recruitment Marketing Articles of the Week 3.14.15

Why You Need Employee Generated Content: The Power of “Bold Transparency”

SmashFly

It’s also integral recruitment marketing content that can be used to nurture candidate leads, shared on social media and featured in job descriptions and on your career site. Continue Reading → The post Why You Need Employee Generated Content: The Power of “Bold Transparency” appeared first on SmashFly Blog. Employee Generated Content (EGC) can be the most trusted and valuable asset you have to build employer brand equity—if collected and used the right way.

Recruitment Marketing Platforms 101: What you need to know

Rally Recruitment Marketing

The best job listing in the world isn’t worth a thing if you can’t get it in front of the right candidates. In Rally’s 2019 Recruitment Marketing Job & Salary Survey results , we asked practitioners to tell us how well they can measure their Recruitment Marketing effectiveness. A Recruitment Marketing Platform or RMP is software that’s used to market your jobs and your company so that you can attract candidates and convert them into applicants and new hires. SmashFly.

15 Examples of Recruitment Marketing Platforms [Used by 500 Top Employers]

Ongig

Radancy job page example. Recruiting Marketing is an SAP solution that allows you to better distribute and market your jobs in order to attract select the best talents. CSB/lJ2W/RMK job page example. They acquired both Findly (in 2016) and Smashfly (in 2019).

The Top 12 Career Site Self-Service Tools

Ongig

Headline: Transform your career site and your job postings. based career site job search (in partnership w/ Google) and the #1 most dynamic job postings in the world. Ongig Career Page Design Features: Artificial intelligence-based job search partnership with Google.

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Top Applicant Tracking Systems Leading Employers Migrate To (2019)

Ongig

Ongig tracks this because our job description software works closely with ATS systems. Zillow Smashfly Jobvite. Click the demo request button if you’d like to see more of Ongig’s job description software. An applicant tracking system migration is one of the biggest HR projects you’ll face in talent acquisition. Are you curious which ATS systems leading employers are moving to?

41% of the Fortune 500 Are Using Recruitment Marketing Platforms

Ongig

Almost half of the Fortune 500 companies insert a candidate experience overlay to replace the career/job pages that their ATS would ordinarily generate. Smashfly. Career Site job search. Job Pages (aka job postings, job ads). Ongig is a recruitment marketing platform focused on optimizing company career sites and analyzing job descriptions. Recruitment marketing platforms are attracting and engaging talent more than ever.

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41% of the Fortune 500 Are Using Recruitment Marketing Platforms

Ongig

Almost half of the Fortune 500 companies insert a candidate experience overlay to replace the career/job pages that their ATS would ordinarily generate. Smashfly. Career Site job search. Job Pages (aka job postings, job ads). Ongig is a recruitment marketing platform focused on optimizing company career sites and analyzing job descriptions. Recruitment marketing platforms are attracting and engaging talent more than ever.

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Your Most Pressing Questions About Recruiting in the Digital Age, Answered

Cornerstone On Demand - Talent Management

Boyle and Josh Zywien, VP of marketing at SmashFly, discussed this challenge in their most recent webinar —but when time ran out, some questions remained. Here are some simple ways to boost transparency: Clearly define job descriptions. This way, when they are ready to change jobs, they think of your company first. There's a storm brewing in the realm of recruiting.

Convergence 2019 Preview: The Talent Acquisition Process Is Broken. Here's How to Fix It

Cornerstone On Demand - Talent Management

After all, the competition for talent is fierce—according to IBM, 90% of S&P 100 companies are recruiting for the same 37 jobs. But the real missed opportunity for employers is that when candidates do actually decide apply for a job, many do not make it through the entire application process because it requires too many steps or offers a sub-par user experience. According to a report from SmashFly, 74% of candidates who start the application process don't finish it.

6 Fascinating Recruitment News Stories to Kick-Off the New Month – 1st August 2016

Social Talent

In recruitment news this week: This is What Millennials Want From Their Job Hunt (Psst! thing millennials want out of a job is advancement opportunity (67%), narrowly beating out better pay (60%) and challenging work (51%). In fact, compared to other generations, they use more resources in general to learn about company culture and they’re more likely to use online job boards, company career web pages and social media to hear about new job opportunities.

5 Common Career Site Mistakes Companies Make

Proactive Talent

Did you know your career site is considered the most valuable resource candidates use when researching employers and job opportunities? After surveying more than 130,000 candidates from over 200 companies, the Talent Board found that candidates prefer to go directly to the source to learn more about a company and a job before checking third-party sites like Glassdoor. And having a career site with job postings is simply not enough.

Everything you need to know from HR Tech 2018

Bayard

Technology companies are extremely good at their jobs, whether it be a CRM, open web sourcing tool, or chatbot, and we like to partner with the best of the best because it’s what they specialize in. Media: Technology powers job distribution, programmatic media buying, tracking and data capture to name a few. But more importantly, just about every career site, job board, CRM and ATS offer tracking from basic to advanced levels. Every year we go to HR Tech in Las Vegas.

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10 Tools for Eliminating Racial Bias

Ongig

We found 10 tools to reduce racial bias…from job descriptions to resume screening to interviewing. Racial bias is often present in job descriptions and there are text analyzer tools that can help remove it. Smashfly.

Candidate Experience & the Application Process: 4 Things You’re Doing Wrong

Social Talent

According to Christopher Brablc , Director of Marketing at SmashFly Technologies, the candidate experience can be defined as “all the interactions you have with candidates in the recruitment marketing and hiring process “ . Vague/Redundant Information about the Job. When candidates are researching jobs online, the one thing they are craving for is information. This starts with the title of the job that you are advertising.

Part 1: How to Turn Passive Leads into Hires

Glassdoor for Employers

This series is a partnership with SmashFly covering the key elements and examples of nurture in a recruitment marketing strategy. Look for Part 2 and 3 on the SmashFly blog! Job applicants now hold more power when it comes to making the important decision of where they want to work. With more knowledge at the onset of applying for a job, job seekers are finding better fits, and more of them.

Content’s (still) king in marketing, so why wouldn’t it be in recruitment marketing?

Stories Incorporated

SmashFly, a Stories Inc. Social Sharing within Job Description. Mobile Friendly Job Search. Job Families Content on Career Site. Job Landing Pages are Search Engine Optimized. Sign Up for Job Alerts. Social Content other than Jobs. Unique Content in Job Descriptions. Join Talent Network / Job Alerts in Apply Flow. Personalized Job Recommendations on Career Site. Unique Content on Job Descriptions.

A NEW PERSPECTIVE FROM THE EMPLOYER BRANDING STRATEGIES CONFERENCE #EBRANDCON

exaqueo

As Tracey Parsons, SmashFly Technologies, VP of the Recruitment Marketing Center of Excellence said, “we are losing the war on talent” and it’s time we stop thinking of it as a war. If your organization wants to differentiate itself and attract talent that’s not only going to accept that offer, but thrive in your organization, you need to do more than just post job descriptions and pass on resumes to hiring managers.

Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

Ongig

Understanding EEO Job Categories for the EEO-1 Report. What to do with my degree: Entry-level communications jobs and salaries. Job Seeker Content. The Difference Between Organic Listings & Sponsored Jobs. The Best Jobs of 2020. Job Descriptions.

Building a career in Employer Branding: Q&A with Jason Jones of LogMeIn

NextWave Hire

We were fortunate enough to dig into the ins and outs of a day in the life of an All-Star Employer Brander and how much passion there is for ensuring people love their jobs! One initiative I was passionate about was creating an info-graphic job description that we could share with candidates. Blogs : Social Talent Blog, SmashFly Blog, Proactive Talent Strategies Blog, Stackoverflow Developer Hiring Blog, and Undercover Recruiter.

Creative Storytelling: How to use Purpose in High-Volume Hiring

Stories Incorporated

This post was originally published on the SmashFly Technologies Blog. The benefit of initiative and bulk hiring campaigns is that you’re able to really target your message to a group of people who share a common skill set, job family or experience (like soon-to-be-grads or military veterans). It allows you to create more specific job- or role-focused content. Work has become about so much more than the job. Tying job details to purpose.

Creative Storytelling: How to use Purpose in High-Volume Hiring

Stories Incorporated

This post was originally published on the SmashFly Technologies Blog. The benefit of initiative and bulk hiring campaigns is that you’re able to really target your message to a group of people who share a common skill set, job family or experience (like soon-to-be-grads or military veterans). It allows you to create more specific job- or role-focused content. Work has become about so much more than the job. Tying job details to purpose.

The Top 100 Applicant Tracking Systems in 2018

Ongig

Instead, we focus on the employers doing the most hiring as measured by number of open job descriptions. SmashFly. We use these 5 tiers of hiring volume to keep things simple: 1,000+ job openings. 500 – 999 job openings. 100 – 499 job openings. 25 – 99 job openings. 0 – 24 job openings. Here are the charts of the top applicant tracking systems by hiring volume: Top 10 Applicant Tracking Systems (1,000+ Jobs).

The Evolution of the Job Posting

Recruiting Blogs

The most successful job ad ever written was Shackleton’s broadside advertising for the crew of the Endurance. So how did the recruitment advertising business go from honest, succinct, well-placed and candidate-producing gems to the pages-long, generic, unnoticed and ineffective garble that is posted on job boards and career sites today? While technology usually makes communication and processes better, it has actually undermined the way we advertise our jobs.

What Brandon Hall Group’s new report tells us about high-performance Recruitment Marketing

SmashFly

Here’s a snapshot along with my key takeaways: Content Marketing – If you just promote jobs, candidates may lose interest. Instead focus on creating and sharing news articles, viral videos, research, infographics and photos to go along with your job content in order to attract and engage talent. Relevant content is what helps build and nurture lasting relationships and ultimately inspires candidates to apply for or share open jobs.

Oldie but Goodie: The Time for Talent Analytics in Recruitment is NOW

SmashFly

We have written over 500 blog posts on the SmashFly blog and many remain as relevant today as they were when we wrote them. You are posting to job boards (and niche sites). Asking employees to refer candidates for jobs. It should be intuitive enough so intelligent team members, senior leadership and others can have access to truly leverage this data to do their jobs better.

Building a career in Employer Branding: Q&A with Jason Jones of LogMeIn

Recruiting Blogs

We were fortunate enough to dig into the ins and outs of a day in the life of an All-Star Employer Brander and how much passion there is for ensuring people love their jobs! One initiative I was passionate about was creating an info-graphic job description that we could share with candidates. Blogs : Social Talent Blog, SmashFly Blog, Proactive Talent Strategies Blog, Stackoverflow Developer Hiring Blog, and Undercover Recruiter.

Candidate Experience Part III – Tools

Great Hires

the job description), you should be measuring the click-thru-rate to start the application process. Research shows the most common sources of negative candidates experiences are the following: Job details don’t tell the candidate enough information. Now let’s review the tools to solve the most common candidate experience gripes: Job details don’t tell the candidate enough information. CEB, Jibe, Smashfly).