Originally posted on the SmashFly Recruitment Marketing Blog.

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing. This week’s topics…

Its not often I experience a first these days – I am after all the wrong side of 40! However, yesterday I was stunned into silence (This does not happen very often with me!) At our weekly ops meeting my colleague wanted to read out an email she had received from a client with whom we are on formal preferred supplier arrangement, regarding fees.

I have to confess that the prospect of listening to yet another set of excuses for driving down the…

For as long as I've been a recruiter (and probably even longer than that) there has been a methodology perpetuated among recruiters that 'passive' candidates are somehow better than 'active' candidates. The truth is, neither of these talent pools is very desirable. At least, not nearly as desirable as an 'Active Passive' candidate.

What's an 'Active Passive' candidate?

This is a candidate who is probably happy in their job but for the sake of making…

What does your hiring process say about your company?

We talk about culture, employer brands and employee brands...we talk about social recruiting, attraction strategies, talent

pipelines and puddles...but what of the process in between?

You can find the talent and onboard the talent but in between you have the hiring process itself...it’s often said ‘you can tell a lot about a…

As more and more companies begin to utilize Social Recruiting to achieve their broader strategic recruiting objectives. An important consideration is, what makes an effective social recruiter?



1. Be Present–This means establishing a presence on sites (Facebook, LinkedIn, Twitter & niche) that are important to your target audience. The key is to strike the right balance between heavily trafficked and niche sites. For each site that you join, you are going to have…

After working on a website re-design and some client marketing materials with freelancers over the last few weeks, I’ve begun to realize how important communication is to my ultimate satisfaction with just about anything. When communication is bad, I’m nearly never…

Pre Constructed Boolean Search Strings Part 16!!!…

Have you ever wondered what information you need to gather from a candidate? Do you gather the right information from the candidate? Does it effectively sell the candidate to the client, by showing the client what is not on their CV? Or do you interview a candidate and then send a stock standard cover letter over with the CV that states

1. Name

2. Remuneration

3. Location

4. Notice Period

5. Qualifications

6. Previous Employers.…

A recent internet dialogue attracted my attention as a job candidate wondered aloud why he wasn’t being invited for interviews despite being a “perfect match” for the jobs he is applying to. The original post and subsequent comments led me to think back to a blog post I published in 2007 on this very topic. It appears below without edits or amendments.

[Originally published on March 1, 2007 at http:blueblanketblog.com where it was read by…

State of the Job Market for M.B.A.s

Well mine does, sometimes!

I’ve always had a tough time being succinct. Blame it on being a detail oriented, “transparent with the client”; hate to leave out anything Ms. Perfectionist”. My boss’s boss likes to say my middle name is “one hundred percent”. (Actually I quite like that though am not sure who’s getting the last laugh here) And, on the other hand, one of my managers says I write too much aka The…

How do you sell the use of social media in your company if the powers that be are afraid of using it or don't understand it? Jessica Merrell aptly said "Social Media has a PR problem" in our session at HRevolution 2010 in Chicago. And it's true.

Use…

Many CEOs claim to have exceptional intuition about hiring for their executive team. “I know in my gut if someone will be a fit,” they say. Much like the stories of gamblers, who will brag about their winnings (but not tell you about their losses), you only hear about the successful hires.



Too many executive candidates today are good salespeople. They know how to create a good first impression, and hit the CEO directly in the gut with their personality, and win the job offer. A…