Sean McManus's Posts - RecruitingBlogs2024-03-28T18:43:52ZSean McManushttps://recruitingblogs.com/profile/SeanMcManushttps://storage.ning.com/topology/rest/1.0/file/get/1526955938?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=1dc0d1lih1zhf&xn_auth=noThe Talent Network and Employer Brand of USA Basketballtag:recruitingblogs.com,2010-08-30:502551:BlogPost:10638282010-08-30T15:35:32.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/27/the-talent-network-and-employer-brand-of-usa-basketball/">SmashFly Intern Blog.</a></span><br></br><br></br>The World Basketball Championships take place in Turkey from
August 28 to September 12. The tournament is considered to be the most prestigious international basketball competition in the world, rivaling the Olympics. The American men’s national team is participating in this tournament and…
<span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/27/the-talent-network-and-employer-brand-of-usa-basketball/">SmashFly Intern Blog.</a></span><br/><br/>The World Basketball Championships take place in Turkey from
August 28 to September 12. The tournament is considered to be the most prestigious international basketball competition in the world, rivaling the Olympics. The American men’s national team is participating in this tournament and not a single player from the 2008 Olympic gold medal team in Beijing is on the roster, yet Team USA is a favorite to win the competition. From a <a href="http://www.smashfly.com/WildFire/Index.aspx">recruitment marketing</a> perspective USA Basketball has been able to build a strong and deep <a href="http://www.smashfly.com/WildFire/Talent_Network.html">talent network</a> and enviable employer brand that attracts top talent.<br/><br/>Building a talent network of qualified candidates is a
difficult task particularly if you need people with specific skill-sets and qualifications. Take USA Basketball for example, all the players that participated in the Beijing Olympics decided to opt out of the World Championships for various reasons. Most notably because of the physical demands of plying in both the World Championships and Olympics plus playing for their professional teams. Having a second group of qualified players to play in the World Championships is key to the success of the American basketball program. If USA Basketball did not have a strong pool of talent to draw from, they would not be considered qualified enough to be favorites in the tournament.<br/><br/>One of the reasons that USA Basketball has been able build a
strong talent network is because of their strong employer brand. Of course representing a country in international competition is prestigious in itself, but USA Basketball has been able to use the appeal of international competitions to its advantage. The brand is so strong in fact that many basketball players who wish to play for USA Basketball are not considered qualified enough to be on the team, yet they still work hard to develop the necessary skills in the hopes of one day making the roster. USA Basketball has created a strong employer brand by cultivating their talent through development camps, associating and partnering with reputable corporations, utilizing the services of experienced coaches and building a culture of winning.<br/><br/>It is extremely important to build a talent network of
qualified candidates, however the qualified candidates may not show up until you’ve been successful at creating a strong employer brand. This is a lesson that can be learned from USA Basketball. Will they win the tournament this year? We’ll have to wait and see.<span style=""><br/><br/></span><hr style="width: 100%; height: 2px;"/><br/><font style="font-weight: bold;" size="3"><font size="3">About the Author: Sean is a Marketing</font> <span style="font-size: 12pt; font-family: "Times New Roman";">Intern at SmashFly Technologies. SmashFly is the provider of the first <a href="http://www.smashfly.com/">recruitment marketing</a> <a href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their recruiting efforts online.<br/><br/>The WildFire recruitment marketing platform offers every tool you need for your recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics, Job Ad Distribution (job boards, social networks, SEM, email & SMS campaigns), Recruitment Opt-In Database, Recruitment CRM, Web Commercials / Micro-sites and Resume Sourcing</span></font> <span style="font-size: 12pt; font-family: "Times New Roman";"><font style="font-weight: bold;" size="3">services</font><b>.<img height="1" width="1" border="0"/></b></span><img src="http://jucy.tw/RXtr"/><br/>So You Do Read Cover Letters!tag:recruitingblogs.com,2010-08-24:502551:BlogPost:10597482010-08-24T23:41:31.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/24/so-you-do-read-cover-letters/">SmashFly Intern Blog.</a></span><br></br><br></br>In my last article (which you can read <a href="http://interns.smashfly.com/2010/08/18/do-you-read-cover-letters-and-other-questions-for-recruiters/">here</a>)
I asked recruiters a few questions, one of which asked if they read cover letters. The answer to that question from those who participated in…</font>
<font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/24/so-you-do-read-cover-letters/">SmashFly Intern Blog.</a></span><br/><br/>In my last article (which you can read <a href="http://interns.smashfly.com/2010/08/18/do-you-read-cover-letters-and-other-questions-for-recruiters/">here</a>)
I asked recruiters a few questions, one of which asked if they read cover letters. The answer to that question from those who participated in the discussion is a resounding YES. If you’re like me and you’re trying to establish your career, having a solid cover letter is extremely important in helping you add value to your application. The cover letter isn’t going to get you the job, but it is a tool you can use to your advantage as long as you can make it relevant by articulating your value/uniqueness/strengths/experiences that your resume can’t capture.</font> <font size="3"><br/><br/>After reading the responses from my last post, I’ve
concluded that the job search and application process requires a few important tools that you should keep ready in your toolbox. Most likely it won’t be one thing that will get you a job, or at least an interview, it’s an effort that requires pursuit from several angles. These are things you should constantly be working on if you want to get a job in this economy<span style="font-weight: bold;">.<br/><br/></span></font><font size="3"><b>1. Experience:</b> <span style="font-weight: normal;">Your
work experience is key because you can’t express the value of hiring you if you don’t have the experience to back-up your skills and abilities. Simply saying that you’re a hard worker isn’t good enough. You have to prove it by showing how you bring results to the company. Get experience any way you can like by becoming an intern.</span></font><font size="3"><b><br/><br/>2. Resume:</b> A strong
resume is one that shows results you’ve brought to an organization. Don’t just cite duties and responsibilities, how did you improve your company’s business? <span style="font-weight: normal;">Metrics are a great way to explain your success.</span><b><br/><br/>3. Cover Letter:</b>
Cover letters are extremely important. Different recruiters look for different things in cover letters, so you’re never going to please everyone. My advice is to use your cover letter as a vehicle to express a side of your personality that you can’t express in your resume. Resumes tend to look generic so a unique cover letter can set yourself apart. When I say unique, I don’t mean, “I was born with six toes”, it’s more, “this was a problem we faced in our company and this is how I solved it”, or “this is a story about how I became passionate about this type of career.” Make sure you don’t repeat your resume and using a canned cover letter is lame because it doesn’t differentiate you. Make sure you don’t have any spelling or grammar errors because according to one HR professional, <span style="font-weight: normal;">those types of mistakes stick out like a glaring light.</span><br/><br/></font>
<font size="3"><b>4. Network:</b> Having a good network is very important as it seems a majority of jobs come from <span style="font-weight: normal;">networking. It’s important to have different types of people in your network, including recruiters. Utilize LinkedIn for professional networking and make sure you follow up with people. Having a good profile on LinkedIn is also important because recruiters will search for you on the site and they may not contact you if you don’t have a profile or if it’s incomplete.</span></font><br/>
<font size="3"><br/>These are just a few important things you should be doing in your job search. Feel free to comment if there is anything you would like add to this topic. My last article was the most active article I’ve had and I appreciate everyone for participating. <br/></font><font size="3"><br/></font>
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<p style="font-weight: bold;" class="MsoNormal"><font size="3">About the Author: Sean is a Marketing Intern at SmashFly Technologies. SmashFly is the provider of the first <a href="http://www.smashfly.com/">recruitment marketing</a> <a href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their recruiting efforts online. <br/></font></p>
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<p class="MsoNormal"><font size="3"><b style="font-weight: bold;">The WildFire</b> <b style="font-weight: bold;">recruitment marketing platform offers every tool you need for your</b> <b>recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics,</b> <b>Job Ad Distribution (job boards, social</b> <b>networks,</b> <b>SEM, email & SMS campaigns), Recruitment Opt-In Database,</b> <b>Recruitment CRM, Web Commercials / Micro-sites and Resume</b> <b>Sourcing</b> <b>services.<img height="1" width="1" border="0"/></b></font></p>
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<font size="3"><br/><img src="http://jucy.tw/3XSR"/></font>Do You Read Cover Letters? - And Other Questions For Recruiterstag:recruitingblogs.com,2010-08-20:502551:BlogPost:10554842010-08-20T19:22:20.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/18/do-you-read-cover-letters-and-other-questions-for-recruiters/">SmashFly Intern Blog</a></span>.<br></br><br></br>In this article I’m taking a different approach by looking
at recruiting from a candidates point of view. In past posts I’ve written articles from a recruitment marketing perspective on topics such as candidate…</font>
<font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/18/do-you-read-cover-letters-and-other-questions-for-recruiters/">SmashFly Intern Blog</a></span>.<br/><br/>In this article I’m taking a different approach by looking
at recruiting from a candidates point of view. In past posts I’ve written articles from a recruitment marketing perspective on topics such as candidate</font> <font size="3"><a href="http://www.smashfly.com/WildFire/Talent_Network.html">engagemen</a><a href="http://www.smashfly.com/WildFire/Talent_Network.html">t</a>, cultivating <a href="http://www.smashfly.com/WildFire/Talent_Network.html">talent networks</a> and <a href="http://www.smashfly.com/WildFire/index.aspx">recruitment marketing</a>. I have 4 questions, plus a few mini-questions that I’d like to ask recruiters.<br/><br/>(I’ll admit that this post is a little selfish in that I’m
working as an intern to increase my experience and make me more attractive in a competitive job market.)<br/></font><font size="3"><b><br/>4 questions for recruiters (plus a few more
mini-questions):</b></font><p class="MsoNormal"><font size="3"><br/></font></p>
<ol style="margin-top: 0in;" start="1" type="1">
<li class="MsoNormal" style=""><font size="3"><b>What is the best way for less experienced candidates to engage with recruiters?</b></font></li>
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<font size="3">I understand that the job of a recruiter is to find the best talent for a position, but how do candidates that recently graduated engage with recruiters. They don’t have as much experience as a veteran in a given industry, but they do have transferable skills, an understanding of key concepts and a work ethic that will make their learning curve less steep. Or is the learning curve the problem? Do you want new hires to be able to fit in seamlessly without coaching?<br/><br/>I’ve also taken an unscientific poll of candidates that are
currently applying for jobs and the consensus is that the application process is like throwing something into a black hole. You don’t know where your application goes when you hit the ‘apply now’ button and you never hear from the company you applied to. Of course this isn’t always the case but candidates tell me that they want to know how to make themselves more attractive to recruiters. <br/><br/></font><br/>
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<li class="MsoNormal" style=""><font size="3"><b>Do you read cover letters?</b></font></li>
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<p class="MsoNormal"><font size="3">I’ve heard so many things from different recruiters. Some say that they don’t read cover letters, some say that they’ll read a cover letter if it’s included with a resume but won’t hold an applicant back if they don’t have a cover letter, others say that a cover letter is crucial, particularly one that is customized to the company and the position. How do applicants make themselves stand out from all the clutter and what do you look for in a cover letter?</font></p>
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<li class="MsoNormal" style=""><font size="3"><b>What is the best way for non-veteran candidates to market themselves to recruiters?</b></font></li>
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<p class="MsoNormal"><font size="3">From another one of my non-scientific polls, candidates tell me that they don’t know how to get themselves in front of recruiters. It’s much easier to express the intangibles you would bring to an organization with an in person meeting versus a cover letter or resume. I know you’ll tell me that the interview is for assessing the intangibles, but I’m talking about creating an opportunity for the candidate to even have an interview.</font></p>
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<li class="MsoNormal" style=""><font size="3"><b>How important is social networking?</b></font></li>
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<p class="MsoNormal"><font size="3">Should candidates use social networking sites like Linkedin to reach out to recruiters? How do you feel when a candidate interested in your company contacts you through a social networking site? Are you happy to help, annoyed or you just ignore the request? What if a candidate that contacts you through Linkedin was referred by someone you trust, does that increase the chance that you’ll respond?</font></p>
<font size="3"><br/><br/>I find this area of recruiting extremely interesting because
a lot of it seems like a mystery and there are so many differing opinions. From a candidate’s point of view, you never really know what the “right” way to engage with recruiters is. A lot of it ends up being trial and error or someone else telling you what worked for them in their job search. <br/><br/>I’d be happy to read any responses to the questions I’ve
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<hr style="width: 100%; height: 3px;"/><font size="3"><span style="font-size: 12pt; font-family: "Times New Roman";"><b><br/>About the Author: Sean is a Marketing Intern at SmashFly Technologies. SmashFly is the provider of the first <a href="http://www.smashfly.com/">recruitment marketing</a> <a href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>recruiting efforts online.</b></span><span style="font-size: 12pt; font-family: "Times New Roman";"><span style="font-weight: bold;"><br/><br/></span><b>The WildFire</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>recruitment marketing platform offers every tool you need for your</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics,</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>Job Ad Distribution (job boards, social</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>networks,</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>SEM, email & SMS campaigns), Recruitment Opt-In Database,</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>Recruitment CRM, Web Commercials / Micro-sites and Resume</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>Sourcing</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>services.<img height="1" width="1" border="0"/></b></span><br/></font><p class="MsoNormal"><font size="3"><span style=""><br/></span></font></p>
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<br/>Bolster Performance and Your Resume with Recruitment Metricstag:recruitingblogs.com,2010-08-12:502551:BlogPost:10442832010-08-12T13:14:30.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<p><font size="4"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/12/bolster-performance-and-your-resume-with-recruitment-metrics/">SmashFly Intern Blog.</a></span><br></br></font></p>
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<p><font size="4">I recently read a great article that discussed helpful pointers for people interested in strengthening the quality of their resume on ERE titled, …</font></p>
<p><font size="4"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/12/bolster-performance-and-your-resume-with-recruitment-metrics/">SmashFly Intern Blog.</a></span><br/></font></p>
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<p><font size="4">I recently read a great article that discussed helpful pointers for people interested in strengthening the quality of their resume on ERE titled, <em><a href="http://www.ere.net/2010/08/02/your-resume-is-boring-and-how-to-increase-your-career-opportunities/">Your Resume is Boring – And How to Increase Your Career Opportunities</a></em>, by Dr. John Sullivan, a thought leader in the HR world. One of the greatest resume flaws Dr. Sullivan mentioned is that people tend to undersell themselves by minimizing their accomplishments and experiences. There are a few points Dr. Sullivan made that I would like to expand on from a <a href="http://www.smashfly.com/WildFire/index.aspx">recruitment marketing</a> perspective.</font></p>
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<li><font size="4"><strong>Results or Accomplishments:</strong> All companies hire people to deliver results and if you don’t perform to at least minimum standards you won’t last long in your job. As a recruiter your job is to find the best people for each position. <a href="http://www.smashfly.com/WildFire/WildFire_platform.html">Recruitment metrics</a> allow you to make job-posting decisions in places where your top candidates will be. The more top-quality candidates you are able to recruit, the more success you will have at delivering outstanding results.</font></li>
<li><font size="4"><strong>Quantify Results in Dollars:</strong> You will be able save your company money and improve results if you know the most successful places to distribute your job ads. Isn’t that what company’s want, to be more productive while using less financial resources? With recruitment metrics you will be able to make these decisions.</font></li>
<li><font size="4"><strong>Used Metrics:</strong> What else can I say about metrics? Metrics help prove the value you bring to your company. Recruitment metrics show that you are making the right decisions and that you can deliver results.</font></li>
</ol>
<font size="4">When you’re looking to bolster your performance and your resume make sure you back up your work with numbers. Metrics strengthen your resume and prove your value within an organization.<br/><br/></font><hr style="width: 100%; height: 4px;"/><font size="4"><span style="font-size: 12pt; font-family: "Times New Roman";"><b><br/>About the Author: Sean is a Marketing Intern at SmashFly Technologies. SmashFly is the provider of the first <a href="http://www.smashfly.com/">recruitment marketing</a> <a href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>recruiting efforts online.</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b><br/>
<br/>The WildFire</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>recruitment marketing platform offers every tool you need for your</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics,</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>Job Ad Distribution (job boards, social</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>networks,</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>SEM, email & SMS campaigns), Recruitment Opt-In Database,</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>Recruitment CRM, Web Commercials / Micro-sites and Resume</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>Sourcing</b></span> <span style="font-size: 12pt; font-family: "Times New Roman";"><b>services.<img border="0" height="1" width="1"/></b></span><br/></font>
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<font size="4"><img src="http://jucy.tw/vWg3"/></font>You Can’t Engage Candidates If You Don’t Know Where To Find Them!tag:recruitingblogs.com,2010-08-03:502551:BlogPost:10296202010-08-03T14:27:27.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<p><font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/02/you-can%E2%80%99t-engage-candidates-if-you-don%E2%80%99t-know-where-to-find-them/">SmashFly Intern Blog</a></span><br></br></font></p>
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<p><font size="3">“During the next 12 months, 39 percent of companies will add staff, compared to 25 percent that will downsize” and “companies will view human capital primarily as an asset rather than a…</font></p>
<p><font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/08/02/you-can%E2%80%99t-engage-candidates-if-you-don%E2%80%99t-know-where-to-find-them/">SmashFly Intern Blog</a></span><br/></font></p>
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<p><font size="3">“During the next 12 months, 39 percent of companies will add staff, compared to 25 percent that will downsize” and “companies will view human capital primarily as an asset rather than a cost”. I reading that in an article written on Talent Management called, <em><a href="http://www.talentmgt.com/performance_management/2010/July/1291/index.php">Beg, Borrow or Steal</a></em>, by Mick Collins, Bill Gilmyers and Duncan Scott that cited a January 2010 PricewaterhouseCoopers survey of 1,198 CEOs. What does this mean for recruiters whose specific task is to find top-talent for their companies? There are two keys from a <a href="http://www.smashfly.com/wildfire/index.aspx">recruitment marketing</a> perspective to attracting top-talent to your firm rather than losing them to another company.</font></p>
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<li><font size="3"><a href="http://www.smashfly.com/wildfire/Talent_Network.html">Candidate engagement</a>: If you want to attract quality candidates to your company you have to make it a desirable place to work. Just posting a generic ad on a job board isn’t going to work any more. You have to develop new ways to engage candidates and present your company as a fun place to work. Producing <a href="http://www.smashfly.com/WildFire/Web_Commercial.html">web commercials</a> and other video content will attract candidates to your company even if the video isn’t about marketing a specific position but offers a unique perspective on the company or gives it personality. I included <a href="http://interns.smashfly.com/2010/07/28/of-old-spice-cisco-and-hubspot-video-content/">examples</a> in a previous blog post.</font></li>
<li><font size="3">Recruitment Metrics: You have to meet talent on the internet, at websites they visit to look for jobs. Real-time <a href="http://www.smashfly.com/wildfire/Recruitment_Metrics.html">recruitment metrics</a> provides recruiters with data to make informed decisions based on the search habits of top-candidates. Meeting candidates at places they go to is much more efficient and cost effective than posting everywhere and hoping that you’ll find the right candidate. Furthermore, decisions based on real-time data are more informed and effective than basing decisions on the previous week, month or quarter.</font></li>
</ol>
<font size="3">Candidate engagement and recruitment metrics go hand-in-hand because you can’t engage candidates if you don’t know where to find them!<br/></font>
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<hr style="width: 100%; height: 3px;"/><font size="3"><br/></font><font style="font-weight: bold;" size="3">About the Author: Sean is a Marketing Intern at SmashFly Technologies. SmashFly is the provider of the first <a rel="nofollow" href="http://www.smashfly.com/">recruitment marketing</a> <a rel="nofollow" href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their</font> <font style="font-weight: bold;" size="3">recruiting efforts online.</font> <font style="font-weight: bold;" size="3"><br/><br/>The WildFire</font> <font style="font-weight: bold;" size="3">recruitment marketing platform
offers every tool you need for your</font> <font size="3"><span style="font-weight: bold;">recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics,</span></font> <font style="font-weight: bold;" size="3">Job Ad Distribution (job boards, social</font> <font size="3"><span style="font-weight: bold;">networks,</span></font> <font style="font-weight: bold;" size="3">SEM, email & SMS campaigns), Recruitment Opt-In Database,</font> <font size="3"><span style="font-weight: bold;">Recruitment CRM, Web Commercials / Micro-sites and Resume</span></font> <font style="font-weight: bold;" size="3">Sourcing</font> <font style="font-weight: bold;" size="3">services.</font><font style="font-weight: bold;" size="3"><img src="http://jucy.tw/lW8B"/></font>Of Old Spice, Cisco and HubSpot Video Contenttag:recruitingblogs.com,2010-07-28:502551:BlogPost:10191152010-07-28T18:25:55.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<p><font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/07/28/of-old-spice-cisco-and-hubspot-video-content/" rel="nofollow">SmashFly Interns Blog</a></span></font></p>
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I’m working with other people on creating a unique and entertaining short video for our company that can be posted on our YouTube channel. Video is not only a great way to attract consumers to a company or brand. It’s…</font>
<p><font size="3"><span style="font-style: italic;">Originally posted on the <a rel="nofollow" href="http://interns.smashfly.com/2010/07/28/of-old-spice-cisco-and-hubspot-video-content/">SmashFly Interns Blog</a></span></font></p>
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I’m working with other people on creating a unique and entertaining short video for our company that can be posted on our YouTube channel. Video is not only a great way to attract consumers to a company or brand. It’s also really good from a <a href="http://www.smashfly.com/WildFire/index.aspx">recruitment marketing</a> perspective to reach out to potential candidates, particularly if the video gives the company personality and shows a side of the company that you wouldn’t normally see. This got me into researching what other companies are doing with video. Here are a few videos I liked and why:<a href="http://www.youtube.com/watch?v=LuPA9Nrnz7U&feature=player_embedded"><br/></a></font><p><a href="http://www.youtube.com/watch?v=LuPA9Nrnz7U&feature=player_embedded"><font size="3"><br/></font></a></p>
<p><font size="3"><a href="http://www.youtube.com/watch?v=LuPA9Nrnz7U&feature=player_embedded">“The World’s Most Interesting Intern”</a> - Greg Justice, an Intern at Cisco Systems in California. Besides the obvious creativity of the video, it was also done with little to no budget. From a candidates perspective the video makes is seem like Cisco is a pretty cool place to work. After watching this video, what new grad wouldn’t want to work for the company?</font></p>
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<font size="3"><object height="405" width="660"><param name="movie" value="http://www.youtube.com/v/LuPA9Nrnz7U&hl=en_US&fs=1?rel=0&border=1"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="never"></param><embed src="http://www.youtube.com/v/LuPA9Nrnz7U&hl=en_US&fs=1?rel=0&border=1" type="application/x-shockwave-flash" allowscriptaccess="never" height="405" width="660"></embed></object>
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<p><a href="http://www.youtube.com/user/HubSpot#p/c/5B58CEC36E8452B0/7/7JS-SYzYBJY"><font size="3"><br/></font></a></p>
<p><a href="http://www.youtube.com/user/HubSpot#p/c/5B58CEC36E8452B0/7/7JS-SYzYBJY"><font size="3"><br/></font></a></p>
<p><font size="3"><a href="http://www.youtube.com/user/HubSpot#p/c/5B58CEC36E8452B0/7/7JS-SYzYBJY">“Just HubSpot It - Episode 1: Batman Voice”</a> – Brought to you by the creative people at HubSpot. I like this video because it informs viewers about the benefits of the company while being entertaining. From a candidate’s perspective, the video shows the personalities of the people at HubSpot, which gets candidates thinking about how and if they can fit in with the company culture. I’m sure that recruiters at HubSpot would like to attract candidates that appreciate the video. <br/></font></p>
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<font size="3"><object height="405" width="660"><param name="movie" value="http://www.youtube.com/v/7JS-SYzYBJY&hl=en_US&fs=1?rel=0&border=1"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="never"></param><embed src="http://www.youtube.com/v/7JS-SYzYBJY&hl=en_US&fs=1?rel=0&border=1" type="application/x-shockwave-flash" allowscriptaccess="never" height="405" width="660"></embed></object>
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<p><font size="3"><a href="http://www.youtube.com/watch?v=U5Y7MZV_bD0&feature=channel">“Re: Alyssa_Milano 4 | Old Spice”</a> I had to include an Old Spice Twitter response video. Yes, the production (or the entire campaign) is much more costly than anything my company could do, but it’s not that difficult to emulate if you wanted to. The video is about engaging consumers and what better way than by speaking directly to them? From a <a href="http://www.smashfly.com/WildFire/index.aspx">recruitment marketing</a> perspective, to attract the best candidates you want to speak directly to the type of person you are looking for. Why not emulate parts of the Old Spice YouTube / Twitter campaign to attract top talent?</font></p>
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<font size="3"><object height="405" width="660"><param name="movie" value="http://www.youtube.com/v/U5Y7MZV_bD0&hl=en_US&fs=1?rel=0&border=1"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="never"></param><embed src="http://www.youtube.com/v/U5Y7MZV_bD0&hl=en_US&fs=1?rel=0&border=1" type="application/x-shockwave-flash" allowscriptaccess="never" height="405" width="660"></embed></object>
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<p><font size="3">I hope you found the videos interesting. Are there any videos that you are a fan of and would like to let me know about?</font></p>
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<hr style="width: 100%; height: 3px;"/><font size="3"><br/></font><font style="font-weight: bold;" size="3">About the Author: Sean is a Marketing Intern at SmashFly Technologies. SmashFly is the provider of the first <a rel="nofollow" href="http://www.smashfly.com/">recruitment marketing</a> <a rel="nofollow" href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their</font> <font style="font-weight: bold;" size="3">recruiting efforts online.</font> <font style="font-weight: bold;" size="3"><br/><br/>The WildFire</font> <font style="font-weight: bold;" size="3">recruitment marketing platform offers every tool you need for your</font> <font size="3"><span style="font-weight: bold;">recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics,</span></font> <font style="font-weight: bold;" size="3">Job Ad Distribution (job boards, social</font> <font size="3"><span style="font-weight: bold;">networks,</span></font> <font style="font-weight: bold;" size="3">SEM, email & SMS campaigns), Recruitment Opt-In Database,</font> <font size="3"><span style="font-weight: bold;">Recruitment CRM, Web Commercials / Micro-sites and Resume</span></font> <font style="font-weight: bold;" size="3">Sourcing</font> <font style="font-weight: bold;" size="3">services.</font><font style="font-weight: bold;" size="3"><img src="http://jucy.tw/UV8t"/></font><font size="3"><br/></font><p><font size="3"><br/></font></p>
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<font size="3"><img src="http://jucy.tw/UVvH"/></font>The Power and Appeal of Real-Time Recruitment Marketing Metricstag:recruitingblogs.com,2010-07-23:502551:BlogPost:10152002010-07-23T17:46:15.000ZSean McManushttps://recruitingblogs.com/profile/SeanMcManus
<p><font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/07/19/recruitment-marketing-the-power-and-appeal-of-real-time-metrics/">SmashFly Interns Blog</a></span><br></br></font></p>
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<p><font size="3">I recently read the article, <em><a href="http://www.fistfuloftalent.com/2010/07/they-dont-want-a-relationship-they-just-want-an-apply-now-button.html">They Don’t Want a Relationship, They Just Want an…</a></em></font></p>
<p><font size="3"><span style="font-style: italic;">Originally posted on the <a href="http://interns.smashfly.com/2010/07/19/recruitment-marketing-the-power-and-appeal-of-real-time-metrics/">SmashFly Interns Blog</a></span><br/></font></p>
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<p><font size="3">I recently read the article, <em><a href="http://www.fistfuloftalent.com/2010/07/they-dont-want-a-relationship-they-just-want-an-apply-now-button.html">They Don’t Want a Relationship, They Just Want an ‘Apply Now’ Button</a></em>, on Fistful of Talent by Steve Boese, an HR technology consultant and instructor at the Rochester Institute of Technology. The article discussed his students’ experiences and attitudes towards the corporate online application process, from the perspective of a candidate. A few problems Boese said the students highlighted were that it was too long, too confusing, there was too much redundancy (like why are questions asked when the answers can be easily found on the resume) and complaints about never hearing back from the company once they had applied.</font></p>
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<p><font size="3">The article went on to discuss the students’ preferred method of searching and applying for jobs, which favored online job boards over social networking sites. This information is extremely important from a recruiting perspective because it tells you where candidates are looking for jobs. The problem is that most recruiters do not have the ability to ask candidates where they prefer to look for jobs, which is why having access to real-time recruitment marketing metrics is so important.</font></p>
<font size="3"><br/>Real-time recruitment marketing metrics allows recruiters to meet candidates at their preferred location, regardless of where that is or where they say they go. Some candidates may prefer job boards others may prefer social networking sites, recruitment data takes the guesswork</font> <font size="3">out of the process.</font> <br/><br/><font size="3">This gets me into the power and appeal of real-time metrics. Tracking
the success (or failure) of each job ad and the vehicle used to promote</font> <font size="3">the job, such as online job boards, social networks or corporate jo<font size="3">b</font></font> <font size="3">sites is extremely beneficial. Recognizing where candidates</font> <font size="3">are looking</font> <font size="3">and applying for jobs will save the recruiter time and their company</font> <font size="3">money.</font> <br/><br/><font size="3">The power is in the data that allows informed decisions to be made on
reaching top candidates. The appeal is two-fold, the company saves time</font> <font size="3">and money and the candidates apply to jobs using sites they like,</font> <font size="3">whether it’s a job board, social network or corporate site.</font><br/><br/><hr style="width: 100%; height: 3px;"/><br/><font style="font-weight: bold;" size="3">About the Author: Sean is a Marketing Intern at SmashFly Technologies. SmashFly is the provider of the first <a rel="nofollow" href="http://www.smashfly.com/">recruitment marketing</a> <a rel="nofollow" href="http://www.smashfly.com/">platform</a> called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their recruiting efforts online. <br/></font><p style="font-weight: bold;"><font size="3"><br/></font></p>
<p style="font-weight: bold;"><font size="3">The WildFire</font> <font size="3">recruitment marketing platform offers every tool you need for <font size="3">your</font></font> <font size="3">recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics, Job Ad Distribution (job boards, social</font> <font size="3">networks, SEM, email & SMS campaigns), Recruitment Opt-In Database,</font> <font size="3">Recruitment CRM, Web Commercials / Micro-sites and Resume Sourcing</font> <font style="font-weight: bold;" size="3">services.</font><font size="3"><img src="http://jucy.tw/UV8t"/></font></p>
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