Archives for Smashfly - Page 15
SCE’s Journey to Becoming a Next-Gen Energy Brand
Based on Leo’s mainstage session on SCE’s employer brand journey at Transform Live 2019. Access the session recording here
Trailblazing: The Talent It Takes for Great Recruitment Marketing
There’s so much about work that’s forgettable – the monotony of the commute, the coffee, and the routines. It’s pretty easy to click and clone the day away
The Employer Brand Infinity Loop: How Employee & Candidate Experience are Connected
Based on Adam’s mainstage session at Transform Live 2019. Access the session recording here
The So What of SmashFly Transform: 13 Momentous Takeaways
Someone hand me a glass bottle of wine, stat: it’s a wrap on SmashFly’s Transform 2019. I really can’t recap it better than Allison did: At #TransformRM conference
How to Capitalize on Personalized Recruitment
Amazon has billions of data points that they leverage to populate their well-liked “Recommended For You” section. It’s fascinating—and sometimes a bit creepy— just how accurately they can
Why You Should Address Job Seekers’ FAQs (and How)
They’re frequently asked questions for a reason… Do you remember looking for a new job? No doubt you had more than a few outstanding questions beyond what you . The…
8 Reasons Why Recruitment Marketing Leaders Are Heading to Boston
When was the last time you did something for you? I don’t mean a little “treat yourself” moment (but yes, you should 100% have that cookie). I mean,
Google Cloud Talent Solution’s Fix for Remote Job Seekers (and Why I Wish It Existed 10 Years Ago…)
A decade ago, my workday usually started like this: 6 am: Wake up, throw on my shoes, and sprint out the door for a quick run 6:30 am: . The…
You Are What You Search: How to Write Job Posts from the Candidate’s Perspective
There are personality tests that will try to make you pick between an apple or orange, red or blue, all in an attempt to collect this series of . The…
Moving From Transaction to Relationship in Talent Acquisition: Funnel vs. Infinity Loop
I have a new lens for thinking about the process of talent acquisition. It centers around the idea that we need to show our process as an infinity