Originally posted on the SmashFly Recruitment Marketing Blog.

In honor of Dave Letterman’s bit on The Late Show, I’ve put together a top 10 list of my own. Here are the 10 ways that can help you realize your recruitment marketing stinks!

10. You distribute your job ad distribution manually.

(NOTE: Don’t waste your recruiters precious time and invest in technology to help you with this.)

9. You “post and pray” to fill every job.

(NOTE: I don’t believe Praying is a core recruiting function)

8. The previous employer for all your candidates is the Circus. Which is good if you are the Circus!

(NOTE: Make sure to target your job ad messaging toward your target candidates and to distribute your job ads where they search for jobs.)

7. You have no idea where your candidates are coming from.

(NOTE: Track real-time recruitment metrics to determine what recruiting channels (job boards, social networks, referrals) are performing the best in getting qualified candidates to your job application.)

6. You use one Recruiting Channel. There can only be one!

(NOTE: This is not Highlander, several recruiting channels can provide you with opportunities to get in front of incrementally more qualified candidates with marginal additional cost. The key is to track the performance of every channel and update your recruiting mix with your best channels.)

5. Your job application is like a game of Where’s Waldo (without the sense of accomplishment!)

(NOTE: Make sure to create a job application that provides candidates with an easy straight forward process so you don’t lose them!)

4. You direct job seekers to your newspaper ads not your Website.

(NOTE: It’s a pre-requisite to have opportunities on your website. Candidates that come directly from your website are probably the most interested in the position.)

3. You think YouTube is a government conspiracy.

(NOTE: Promote your employer brand by utilizing new media channels from video to blogs to micro-sites.)

2. You recruit every job position from a clean slate.

(NOTE: One of the worst things you can do is not build your Talent Network as you distribute your job ads. Collect qualified candidate contact information during the application process and utilize it in future job campaigns through a Recruitment CRM.)

1. You work with multiple vendors for your recruitment marketing strategy: job posting, recruitment metrics, CRM, email campaigns, social media recruiting, and recruiting commercials/blogs/micro sites.

(NOTE: Why spend the time, energy and money for multiple vendors when there is an integrated recruitment marketing platform that is centrally delivered. Save your precious recruiting budget and create synergies across your recruiting technology)

There's our top 10 list. Provide your own suggestions in the comments below.

About the Author: Chris is the Marketing Analyst for SmashFly Technologies. SmashFly is the provider of the first recruitment marketing platform called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their recruiting efforts online.

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 services.