As a writer, social media-centered millennial and marketer working in the talent acquisition industry, I've learned to take comments left on social media with a grain of salt. It was left on a SmashFly blog post about source of influence in 2015, and I've cited it a handful of times since: "There is rarely a single source of hire in today's hyper-connected reality. SmashFly customer data shows that the average person interacts with 15 touchpoints before applying. MORE

Smashfly, the enterprise recruitment marketing platform, released their 2018 Recruitment Marketing Benchmark Report this week and it’s loaded with data. Also, the JD is basically the only thing we share socially and within our talent networks (which is an entire another post!): 95% of organizations in the Fortune 500 only send JD’s to their Talent Networks. MORE

As the principal analyst for talent acquisition for Brandon Hall Group , I get a unique perspective of what is going on in this market. Research galore : Lever has just released their “Little Grey Book of Recruiting Benchmarks” which contains insights based on data across millions of candidates considered by 1,000 Lever customers. It is great to see so much innovation in talent acquisition! Talent Acquisition Today MORE

Smashfly released their annual 2019 Recruitment Marketing Benchmarks Report this week and there are some real takeaways that I think help TA teams become better right away tactically at RM. . FYI – ‘Crappy’ is my language not Smashfly’s! For the 2020 report I’ve already pushed back on the Smashfly team to start asking about SMS/Text communication as it relates to RM, and keep digging into the personalization aspect. MORE

The candidate journey is a whole ball of wax, but I highly encourage you to think of a talent pipeline as a warm, nurturing, holding space for people who may be your next employee. It’s absolutely critical to have a functional, up-to-date, communicative talent pipeline for several reasons, but here are my top three. They use Talent Pipelines as major time-s avers. Talent Pipelines Make Business Sense (in Dollars). A talent pipeline, of course! MORE

In an environment where organizations are competing for limited top talent, there is no room for subpar candidate experiences. 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. What is a 'talent community' and how can it help build a recruiting pipeline? There's a storm brewing in the realm of recruiting. MORE

According to SmashFly's 2018 Recruitment Marketing Benchmarks Report for the Fortune 500 , 33 percent of Fortune 500 companies that offer candidates an opportunity to opt-in to job alerts or a talent network never send an email post-confirmation. And the Talent Board's 2016 Candidate Experience research report revealed that 47 percent of candidates were still waiting to hear back from employers two months after they applied. MORE

For more insights on recruitment marketing best practices employed by the world’s leading organizations, get a free download of SmashFly’s Recruitment Marketing Report Card for the 2015 Fortune 500. . This September, SmashFly researched and evaluated every 2015 Fortune 500 organization’s career site 13 unique recruitment marketing practices. Within the 2015 Fortune 500 companies, SmashFly found that 57% used employee stories on their career sites through either text or video. MORE

Other focuses of the past two weeks include women in leadership, a talent-acquisition technology selection guide and profiles of technology providers in learning, talent management, talent acquisition and workforce management. Talent Management. Talent Acquisition. A Guide to Selecting New Talent Acquisition Technology. When it comes to talent acquisition technology selection, there are many factors to consider. MORE