Want Your Recruitment CRM to Be Effective? Focus on Relationship Building

Cornerstone On Demand

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. Smashfly research revealed that, for example, companies are suggesting engineering or maintenance jobs to a candidate who made a marketing search query.

Top 4 Reasons Talent Pipelines are A No-Brainer

TalentCulture

According to Bersin by Deloite’s Benchmarking Talent Acquisition: Increasing Spend, Cost Per Hire, and Time to Fill report in April 2015, the cost per hire in 2014 was nearly $4,000. According to SmashFly, make your career network accessible from as many ways as possible and keep it simple. This post is sponsored by SmashFly. For more content like this, follow SmashFly on Twitter , LinkedIn , YouTube and SlideShare. Let’s take a look at the U.S.

eBook 40
Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

How to Better Use Employee Stories in Your Recruitment Marketing Strategy

TalentCulture

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.

What Recruiters Can Learn From Marrying Pre- and Post-Applicant Data

Cornerstone On Demand

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. Yet almost three years later, this is still what talent acquisition leaders are doing: Relying on a single source of application as a benchmark for investing millions of dollars and resources into certain channels and strategies.

Data 264

What’s the Difference between Great Recruitment Marketing and Bad RM?

The Tim Sackett Project

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.

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. What are some industry benchmarks to follow with regard to how long it takes or how much it costs to hire for different roles? It provides a hyper-local look at how long it typically takes to hire for a role in your region, and offers average cost-per-hire benchmarks. There's a storm brewing in the realm of recruiting.

HR Tech Conference Highlights through a Talent Acquisition Lens

Brandon Hall

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. Great sourcing information : Smashfly provides clients with source of influence data to help them understand the influence of all their investments that touch candidates, and not just the last touch point that leads the candidate to the online application.

Brandon Hall Group Research Highlights, June 22-July 5, 2020

Brandon Hall

With Symphony Talent integrating Smashfly, you have some of the best-in-class career sites, analytics, CRM and workflow, and AI that’s existed in both companies — basically, the nitty-gritty core stuff along with the more people-focused side. One of Kronos’ key differentiators is in its data on ROI and use cases — the ability to compare to industry and peer benchmarks that can only come when you have very large amounts of customers and a long history of data collection.

Think Beyond Mobile Apply for a Mobile Candidate Experience

TalentCulture

For more insights on recruitment marketing best practices employed by the world’s leading organizations, including mobile candidate experience, 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 for 13 unique recruitment marketing practices.

Think Beyond Mobile Apply For A Mobile Candidate Experience

SAP Innovation

This September, SmashFly researched and evaluated every 2015 Fortune 500 organization’s career site for 13 unique recruitment marketing practices. While I highly encourage you to check out all 13 practices in the report card and use the data to benchmark your recruitment marketing strategy, I want to focus on four recruitment marketing best practices I consider crucial to how organizations find and attract the right talent to their organizations.