Developing & Executing a Recruitment Strategy with SmashFly

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How to Develop a Recruitment Marketing Strategy

The problem is finding qualified job seekers and candidates to apply for positions.  We have so many options from job boards, to social networks, referral relationships, and other networking activities.  When it comes to developing a recruitment marketing strategy, where does one begin?

Albert Einstein once said, “If I were given one hour to save the planet, I would spend 59 minutes defining the problem and one minute resolving it.”

Except that when it comes to the world of creative recruiting strategies and employer branding campaigns, it isn’t ever that easy.  We agonize over what seem to be simple decisions like job board distribution, job seeker email marketing, and even banner ads and other more traditional advertising options.

Enter SmashFly Technologies.  I had the opportunity to test drive SmashFly’s recruitment marketing platform that puts the recruiting director in the driver’s seat when it comes to crafting a recruitment strategy using advertising, marketing, and public relations right at his/her fingertips.  This leaves you more time to ponder the problem instead of crafting a recruitment solution.

Making Employer Branding Campaign and Activities Simple

One of the things I like about SmashFly is their flexibility and their focus on mitigating what they call the “recruiting chaos.”  They offer a buffet of services including email marketing, SMS mobile recruiting options, and branding pages with or without the help of a recruitment advertising agency.  Because of the number of options they provide be prepared to spend some time thinking through the most targeted solutions to your organization’s own recruiting and employer branding campaign.  It’s easy to get overwhelmed, however, SmashFly works with each client to implement the best use of the Platform.

I was most impressed with the ability to import resumes and other records from your corporate shared drives, your email, desktop and the web to a single database.  Gone are the days of me, the recruiter copying and pasting files into a single shared folder that would be forever lost among the never ending stored memos, process documents, and spreadsheets.  Called a bulk upload, SmashFly does this for you with ease.  The ATS or applicant tracking system records can also be exported into your company’s talent community and job seeker email distribution list for easy campaigning.  Their campaign wizard (seen on the left) helps to ease your recruiting worries by managing your campaign in minutes even setting evergreen jobs, those that we regularly or almost always have open to repost on job boards.  You can also develop targeted campaigns with multiple steps and engagements and set up the messages to be sent at timed intervals or triggered by certain actions to your talent database or recent applicants.

Recruitment Process & Employment Dashboard Metrics

When it comes to recruiting and hiring, employment and recruiting metrics like cost per hire are certainly growing in importance in the HR and recruiting space.  SmashFly’s reporting dashboards help you measure the success of all of your online recruitment activities, are fully customizable and can include data directly from your ATS.  Their reporting includes visual graphics (pictured to the right) that can be exported into a slide deck or report easily.  In my experience, organizational leaders like recruitment and staffing data visual and simple using products like Powerpoint and Excel.

Check out SmashFly’s Recruitment Marketing Platform and make sense of the “recruiting chaos” with job ad distribution to job boards and social networks, a centralized Recruitment CRM, mobile friendly and search engine optimized Career Sites and comprehensive recruiting metrics and dashboards .  To learn more about SmashFly Technologies and their offerings, you can visit and connect with them on Twitter @smashfly

Don’t forget to get more information on the HR Technology and Product Reviews here at Blogging4Jobs. 


FTC Disclosure: I received compensation for mentioning and reviewing the product listed above as part of one of the services I offer my clients. Regardless, I only recommend products or services I use personally and believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

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  1. Interesting article. I have not tried this product but will definitely give it a shot! I find it really difficult to have a good sense of what my cost per candidate is and which websites have highest ROI. One reason this is hard is because it’s not just about the number of candidates, but also about the quality — do they get hired, do they retain, etc.

    What do you think is the best way to make sure to track cost of acquisition all the way through a candidate’s lifecycle? By the way, would also be interested in hearing whether SmashFly has any public info on which job boards on average have the highest yield

    Thanks for a great post!


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