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  • Tim Martinez 5:02 pm on December 2, 2010 Permalink | Reply
    Tags: , , , , , ,   

    Social Recruiting: Twitter for Beginners 

    For those of you who are familiar with how to use Twitter and how to utilize it for social recruiting purposes, this post might be a bit of a repeat for you.  However, there are still a lot of recruiters and HR professionals  out there who are either hesitant to use twitter for social recruiting or simply don’t feel comfortable with platform.  Many have expressed their concern for the time commitment it takes to implement a social recruiting strategy or the lack of an explicit measurement of ROI that job boards so easily provide.  Last week, this issue was discussed in detail in Why Social Recruiting Fails.

    Others simply might not know how to utilize some of the basic tools that Twitter offers – or they might not know what they are trying to accomplish or what information they should be sharing.  It seems that these people are often overlooked, and hopefully this post will serve as a kind of tutorial in an effort to answer some of these questions.

    First of all, you need to understand that using Twitter will require time.  Realistically, we all have varying amounts of time that we can commit to different tasks, but as long as you can spend at least 10 – 15 minutes a day on Twitter you can start your social recruiting campaign.  Once you understand the basics, the tools surrounding Twitter, and the interactive process, using Twitter is simple.  Ultimately, it’s a free social media platform that opens up an entirely new channel for recruitment marketing.

    Interact and Communicate

    The first thing you need to do when you join Twitter is to start interacting and communicating.  Here are a few tips on how to get this process started:

    Building Your Network - So you’ve started an account and the question is “now what?”  First and foremost, you need to build up your network, so start off by following professionals and personal connections that you know are relevant to your company and aim.  Start to get a feel for the kinds of conversations these people are having, and pay attention to the type of people they communicate with.  Eventually, although with time and consistent effort, your network will extend to people who are either looking for a job or might be looking for a job in the future.

    Using Twitter Commands - Your goal is to spread the word about employment at your company, but this does not mean that you should just use Twitter as a job board.  Although you can post jobs through Twitter, the purpose is to interact and communicate in order to build a reputation and buzz around employment at your company.  In order to communicate with other professionals and potential candidates it’s essential to understand and utilize twitter commands.  Here is a complete list and explanation of all the essential commands, however, I’ll highlight the most important below:

    • The Hash Tag - The hash tag (#) is placed just before a desired keyword within a post – for example, #jobs.  Twitter aggregates posts according to their keywords enabling users to search for posts using different hash tags.  This essentially allows users, including potential candidates, to follow certain conversations, topics, categories and events.  Use hash tags in your posts in order to connect to undiscovered users and follow relevant conversations.  Hashtags also provide a great way to see what’s happening at events that you can’t afford to go to.  For a list of common job related hash tags click here.
    • One popular hashtag that is helpful is #FollowFriday or #FF.  Every Friday Twitter users will share with others the Twitter users that they feel other people will follow.  This is a great way to highlight your favorite Twitter profiles (and strengthen the relationship in the process) as well as find great new Twitter profiles to follow.
    • Mentions – The mention/reply command (@)  is the most crucial aspect of interaction and communication.  In order to communicate with your network you need to mention specific users in some of your posts.  Each user has an account name, and by including ‘@’ just before the name in your post (@usernamehere), that user will be able to see that you’ve mentioned them under their mentions tab on their home profile.  Use the mention command when replying to people, commenting on a specific user’s post, or whenever you want to address someone specifically.

    Share and Inform

    The best way to be successful on social platforms is to “be helpful” to the people that connect and follow you.  The question is how do you do this.  I’ll give you a hint, it’s more than just posting jobs on your Twitter feed.    Instead offer job search tips, resume pointers, and helpful articles in your Twitter status updates.  Since your company is most likely involved in a certain industry, make sure to discuss industry specific information and news as well.

    Most importantly, create a more comprehensive presence by sharing as much information as possible about your company’s employer brand.  Share information that both passive and active candidates want to know about like benefits, company culture, responsibilities, or anything that might build a more complete view of employment.  If you have a career site, make sure to link to posts or new employment opportunities in your Twitter posts.  The bottom line is that it’s not social recruiting unless it’s interactive and informative, so upkeep and consistent time is necessary to making it work.  Jobs are fine, but your feed should be more than just jobs.

    Technology

    There are several free tools and applications for Twitter that can help you manage your posts and communication with other users.  Applications like TweetDeck or Hootsuite enable you post simultaneously on several different social media platforms.  Most importantly these tools enable you to more easily track conversations, organize your network, and keep up with mentions and replies.  All of these applications usually feature one user friendly dashboard, allowing you to more quickly work with Twitter.  Make sure to download one or more of these tools to help manage your account.

    Involve Employees

    Social recruiting for Twitter is simple and accessible to anyone, but the reality is that some people have more time to work with social media, and some people have less time.  If you really want to go the distance, find a way to involve your employees / recruiters in your recruiting efforts, because nothing is more telling than the actual employee experience.  This process will take some creativity, but there are a few things you can consider.  If people in your Twitter network ask specific questions regarding employment or a particular position, try to get employees to answer these questions and communicate with these candidates in a timely fashion.  You could also encourage employees to use your Twitter account in order to do short posts about their positions and what they like about their jobs.

    Hopefully this was helpful to those of you who are looking to get started with Twitter.  Remember that Twitter is simply one platform you can use for social recruiting and will work best with in combination with other social media platforms.  For instance, if you blog about employment you can also include links to your articles in Twitter, increasing your overall effectiveness with social media.  Regardless of the amount of time you have to spend, it’s very important to create some sort of presence through social media using some of these suggestions.



     

  • Tim Martinez 3:19 pm on November 23, 2010 Permalink | Reply
    Tags: Recrtuitment Marketing, ,   

    Categorizing Social Recruiting 

    Last week RecruitingBlogs.com author Jeff Dickey-Chasins posted a thought provoking article called Is Social Recruiting a symptom – or a solution.  In it, he defines two ways of understanding social recruiting in a broader, systemic context: as a symptom of or reaction to insufficient communication between employers and candidates – or as a comprehensive solution indicating a fundamental shift in recruitment marketing strategy.

    In my mind the two categories aren’t necessarily separable or may not even be functionally relevant.  The recruiting and talent acquisition industry has always been defined in part by problem solving or responding to new challenges presented.  In this sense, almost all recruiting efforts can semantically be considered a symptom of a problem  However, a symptom suggests impermanence or inadequacy, which portrays social recruiting as more of a Band-Aid that doesn’t address larger ubiquitous problems in recruiting.  When viewing social recruiting in this manner, it seems to me that it represents a complex interplay of different variables including the technological advancements that enabled its practice and the demand for more interactive communication.  I cannot think of any recruiting solutions that weren’t at least initially a response or symptom of a greater conceptual problem.  Although this may all be a battle of wording, one thing is clear: social recruiting has come to be a permanent aspect of recruiting that both responds to problems and prevents problems from occurring.

    In the end, I can’t really place social recruiting into any discrete category because it inherently traverses theoretical boundaries and frameworks.  I really enjoyed Jeff’s post, I hope that you all take a chance to read it.  It serves as an interesting way of looking at why we implement social recruiting and what we accomplish through it.  Let me know what you think of my response, and also let Jeff know what you think of his article.

     

  • Tim Martinez 2:25 am on November 16, 2010 Permalink | Reply
    Tags: blogging, , , , ,   

    Dear Future Interns: SmashFly and Social Media 

    Blogging for Dialogue In a slight departure from my normal style of blogging, I wanted to take a moment to present a few social media tips in relation to SmashFly’s internet marketing goals for future interns.  Often the same key ideas that I think SmashFly utilizes draw parallels to the way recruiters think about their social recruiting methods.

    Above all else, be helpful and informative.

    When blogging, think first and foremost in terms of how to be a constructive voice in the industry and its related fields.  Initially, it’s difficult to formulate a coherent view or opinion when sorting through a vast array of complex and disparate information.  What you will find when reading through countless blog articles is that recruiting and HR professionals are often as bewildered and left with questions as you are.  You will slowly gain competence on a number of topics and ultimately contribute to SmashFly’s authority and credibility to industry professionals.  In my opinion, this is the true purpose of SmashFly’s social media and marketing efforts.  First you have to establish yourself as helpful and informative, and only then does your blogging (and tweeting) becoming a marketing strategy.  People will be much more likely to click on your inbound links if you are providing interesting and constructive content.  Perhaps more importantly, when people see or hear “SmashFly” they will be more likely to react positively to the brand.

    With this said, avoid spamming.

    You want people to read your post and visit the SmashFly website, but make sure your promotional efforts don’t outweigh the constructive nature of your writing.  I’ve seen a number of other companies’ blog posts that focus almost exclusively and explicitly around their products.  These posts usually include an excessive amount of blue, underlined text.  To me this is a guarantee that people will pass right by the article.  On the flip side, readers don’t want read articles that blatantly tie in product solutions with the conclusions you make on a topic.  Also, when using Twitter, consider some of the same aspects of blogging.  Think of your tweets and points of interaction and dialogue that also promote your blog articles.  In other words, don’t think of tweeting in terms of conspicuous advertising.

    In short, use social media at SmashFly to suggest ideas, create conversations, and, above all else, learn (both from others and from your own efforts).  It’s all about connecting to individuals on a slightly more personal level, which internet marketing through social media enables more than traditional marketing strategies.  With that said, please check out this very well done article about the best practices as a “social media citizen.”

    10 Dos and Don’t for Being a Good Social Media Citizen

    Good luck!

     

    • Causstem 7:12 am on November 16, 2010 Permalink | Reply

      Beautiful post, thank you for taking the time to write it. It’s rare to see something of this quality on the internet.

  • Tim Martinez 12:18 am on November 9, 2010 Permalink | Reply
    Tags: , Generation Y, Hiring Discrimination, , , , Web 2.0   

    Generational Gaps in Social Recruiting 

    Recently I’ve been thinking and writing a good deal about recruitment marketing in our web 2.0 world, and I realized that I often come up with more questions than I have suggestions regarding social recruiting.  Some remain skeptical about the actual utility derived from social recruiting, but I believe its benefits are clear when used correctly (see my last post).  For the first time recruiters can build unique, ongoing, informative relationships through career Twitter accounts, company Facebook pages etc, ultimately reaching out to more people than ever possible before.  I do, however, recognize that there are likely limitations behind these relatively new recruiting tools, and the glaring one seems to be the limited type of candidates a recruiter can target.  By ‘type’ of candidates, as you’ve probably guessed, I mean particularly young candidates.  Although I have no statistical information to back my claims, I think that we can agree that there is a general consensus that younger people consist of the greatest and most active demographic on social media and networking sites.  This has spawned a number of questions dealing with the potential of a generational split in recruiting.

    How do recruiters handle the generational implications of social recruiting?

    If recruiters even recognize this split, I’m curious to know whether or not that changes how they go about utilizing social recruiting strategies.  This could potentially change the way recruiters present their employer brand, employment messaging, and available jobs.  If your audience is, on average, on the younger side, this could even change what types of positions recruiters try to predominantly market.

    Are recruiters effectively reaching upper level, senior level candidates in their fields using social recruiting?

    If social media is full of young adults and Generation Y, I feel that it could become much more difficult to reach the senior level candidates considering they might be less likely to use social media so extensively due to their age.  It is possible this isn’t even an issue for such experienced candidates, as they might leverage their personal networks and connections they’ve collected much more effectively. So, the question ends up being, how is the scope of recruiters efforts affected when using social recruiting, and how do their strategies evolve in light of this understanding?

    Does this imply any sort of discrimination in hiring practices?

    While talking to my mother over the phone, she mentioned her frustration over the “countless” web sites that she suddenly felt she needed to use in order stay competitive and knowledgeable about job opportunities.  My mother is extremely bright, but the tools she now faced were simply conceptually and fundamentally foreign to her.  Many people, she expressed, feel as though they are being left out at best, and purposefully filtered out at worst through social recruiting.  Social recruiting in some cases is seen as a way to target younger, less costly, entry-level to mid-level candidates.  The ‘discrimination’ here doesn’t seem to be  based so much on legal grounds as much ethical grounds.

    So, recruiters and HR professionals, do you find these concerns and questions valid or relevant? Do recruiters find social recruiting worthwhile, and how do you implement, if at all, your understanding of the generational split when creating your social recruiting strategy?



     

  • Tim Martinez 1:02 am on October 27, 2010 Permalink | Reply
    Tags: brand, branding, candidate, crm, employer, , engagement, media, , social,   

    Engaging the Passive Candidate 

    As we all know, a significant portion of candidates viewing your available jobs will not fully commit to applying – even if they are at least somewhat interested.  It could just be that some people aren’t in a position to make a major career decision whether it’s because they don’t feel qualified yet or that they simply aren’t willing to leave the safety of their current job.  There are countless reasons for being a passive candidate, but these people can certainly use a little encouragement and nudging.  Sure, there will always be passive candidates, but this doesn’t mean that you can’t take certain measures to produce more applications while establishing a relationship with these types of candidates.  Several factors come into play when dealing with passive candidates including your employer brand, CRM, and candidate engagement strategy, but I’d like to focus particularly on how social media can be utilized to create a dialogue around your employment opportunities and messaging.   What makes the social media aspect of your recruitment marketing efforts so unique is that you can simultaneously engage candidates who have varying levels of interest in your company, including the passive candidates.

    Social media allows for lasting and accessible relationships

    In many cases, a passive candidate will perhaps glance at your job post or click apply and never finish the application.  After this occurs, it’s likely that the candidate will forget about this experience and move on, hoping that maybe later there will be another open position from the same company.  For this reason, whenever you are able to catch a candidate’s attention, a link or image should be provided directing the candidate to the company social media page or pages (which I would hope the company has).  Being a college student, I hear from job seeking seniors all the time who follow various company pages that they are interested in.  Social media is already an integral aspect of millions of people lives.  The fact that social media is used everyday means that candidates can easily and consistently view up-to-date information about your company’s opportunities and work culture.  The idea here is that you keep candidates interested where it is most easy for them to maintain interest, instead of them having to remember and seek you out.

    Don’t limit your most informative employment content to the career website

    When utilizing social recruiting strategies, make sure your social media pages function as relationship builders not job boards.  Candidates don’t and won’t follow your pages if all they contain is the same information seen in your job posts.  Also, assume that passive candidates won’t check you career site often, if ever.  With this in mind, try to pass on interesting and helpful information regarding employment opportunities through your social media pages even if it’s already included on the career site.  This can be done by posting short facts about the company, employment, and current employees – or you can post short title descriptions and post links to different pages of the career site.

    Involve employees in social media

    Only very rarely have I seen social media recruiting strategies incorporate employee stories, posts, or other content.  Candidates love to see how current employees perceive their company and describe their jobs.  In my opinion, the communication of employee satisfaction is the most crucial and genuinely believable aspect of employment branding.  Why not include, for instance, employee posts on your company or recruitment Twitter page?  Use your social media pages to create several different modes of communication, don’t limit its function and breadth.

    Passive candidates are often passive because they don’t know enough and aren’t active enough to find out more by continuously and periodically checking on the companies opportunities and employment information.  Social media makes it easier and less time consuming for candidates to learn about the company, while incrementally building and incubating the passive candidate relationship.  What do recruiters think about this?  How do you think employees could get involved with social media for recruiting purposes?

     

    • Dave Hennessy 7:11 pm on November 1, 2010 Permalink | Reply

      Great post Tim!

      It’s very true that employee satisfaction is the most crucial part of employment branding. When all is said and done, at the end of the day, a company’s employees are what reflect the image of a brand. Being familiar with and favorable toward a company’s surface or online image is one thing, but knowing a company’s employees are happy and satisfied with their workplace and the work they produce is a huge hook for job-seeking candidates.

  • Tim Martinez 7:29 pm on October 11, 2010 Permalink | Reply
    Tags: Advertising, , , , ,   

    Since I was introduced to some of the competitive aspects of various recruitment marketing companies, I’ve been curious about the advertising and marketing efforts that are being used on the internet.  This, in turn, led me to think about what SmashFly can do to enhance its presence, especially since many of the advertising/marketing campaign efforts in this industry overlap in style and purpose.  So, I’ll attempt to provide a bit of my own analysis here.  First I’d like to note what seems to be ubiquitous throughout the recruitment marketing industry:

    • After taking a look at a handful of competitors, what recruitment marketing and metrics companies do most commonly is blog on relevant HR and recruiting sites.  However, it should be noted that these efforts range anywhere from constructive conversation builders to blatant, and probably annoying advertisements.  As far as I can tell, SmashFly’s approach to blogging appears to be the most useful in that we attempt to contribute knowledgeable information concerning a range of topics.  Other recruitment metrics oriented companies will provide interesting content, but it almost exclusively relates to their niche industry.  The conversation concerning metrics and recruitment marketing is essential, but it’s also important that HR and recruiting professionals perceive you as helpful and not just self serving.
    • Whether posted on Youtube or directly on the company website, everyone utilizes videos to some degree, but yet again the effectiveness and comprehensiveness of  these efforts vary.  Thankfully, everyone has a demo video of their product, and these all appear to be relatively similar and well explained.  Some videos come across like a typical advertisement, or the CEO will be discussing the advantages of their product. For the most part, these videos are very similar and don’t necessarily distinguish companies from one another.  I saw a couple of examples, however, that struck me as particularly effective and unique in their own right (posted below).  Jobvite was able to utilize the media to discuss the hiring numbers in the current market while also discussing their approach as a company.  Jobvite’s CEO discussed a relevant subject while also utilizing valuable time to discuss topics directly relating to his company.  In another example, Broadbean has a series of videos interviewing different satisfied clients.  This brings in both the aspects of case study and impartiality that I think are so necessary and compelling in an industry that can seem so homogeneous.

    I was hoping to start a conversation about what things SmashFly has in mind for the future, and what everyone thinks should be done in terms of advertising and marketing.  I think we definitely should use case study interviews and not just explanatory examples.  Putting a human face on the value of the product would be a great marketing strategy.  Has SmashFly ever had an appearance on a major news network?  A low expense or cost free opportunity to utilize the media in the way we do blogs by contributing and promoting would also be great.  I imagine this would reach far more viewers as well.  What does everyone think? What are your ideas?

     

  • Tim Martinez 8:45 pm on September 30, 2010 Permalink | Reply
    Tags: , employer branding, , job posts, , , , ,   

    Funny, Quirky, Successful – Case Studies in Employer Branding 

    Last week I discussed the costly absence of personality and style in the recruitment marketing process.  In my post I suggested some general solutions to improve the ways recruiters portray the company culture and work environment through their job posts.  The topic of candidate engagement continued to intrigue me, and I felt the need to follow up by providing some real-world context to my suggestions.  Although the examples I’m presenting don’t only pertain to job ads and descriptions, they more generally utilize great yet simple candidate engagement and employer branding  strategies.  So let’s take a brief look at the efforts of two different companies: SCVNGR and EMC.

    SCVNGR is a Google Ventures backed mobile gaming startup company with the goal of creating a game layer “on top of the world.”  The intense, quirky energy of Seth Priebatsch, creator and self-titled Chief Ninja of SCVNGR, clearly shines through in every aspect of the company – creating a great, fun, yet consistent employer brand.  If I were a candidate interested in working for SCVNGR, I would certainly check out their site and about pages.  Click on the ‘Rockstars’ tab, and you will quickly learn that rockstars are employees whose hilarious and unconventional bios fill the page.  Job titles range from names like Chief Rockstar to Professional American.  The word ‘awesome’ is pervasive throughout their website, twitter posts, and job ads – usually in reference to the qualities they look for in a candidate like, “We’re hiring people who will drive up our average level of awesome.”  Their job posts for Cambridge, MA based positions usually refer to the fact that they have bamboo hallways  that they ride scooters through to get from office to office.  Most importantly, their job posts also focus on their expectations of attitude, energy level, and motivation rather than just your typical experience requirements.  They stress the uniqueness of their positions and overall mission, while explaining the progress the company has made – instilling a sense of excitement about the future.

    So why is this so great? In my opinion, this approach to candidate engagement is vastly better at creating not only interest but lasting interest.  If I put myself in the mind of a candidate, I actually had a good time looking at the positions for this company, and I most likely will never forget about SCVNGR. Most job ads are extremely forgettable, which in my view is just bad marketing, but the ‘Rockstar’ approach has a much higher potential of creating a lasting, engaged talent network.  Of course, not every company has the same culture as SCVNGR or the allure of a young up-and-coming startup, but recruiters and companies need to understand that all candidates have a sense of humor and are most likely sociable people.  Some people have argued that professional candidates know how to see past silly words and office gimmicks, which don’t offer any true value.  I strongly disagree with this perspective. Like I stated last week, candidates are concerned with how happy they will be in their new work environment, considering it is where they will be spending a significant chunk of their lives.  The added personality in employer branding is often telling of what employees experience themselves, and only happy employees are enthusiastic and willing enough to help out with these efforts. This topic brings us to our next company.

    EMC, the well known Fortune 500 information infrastructure company, knows precisely how to create the impression that its employees are not only talented but happy.  I have stated previously that recruiters should implement various types media, especially videos that involve employees.  On a YouTube page, EMC features their employees in songs, raps, and product advertisements which all help to enhance their employer brand.  Check out this particularly well done video:

    So hats off to the SCVNGR and EMC employer branding methods, which I deem successful.  I realize that success in this sense has no relation to actual measurements or metrics from the ATS or job ads, especially since I have no way of accessing this data. However, I still stand by the idea that these methods add an entirely new element to the candidate’s perception of the company, in turn creating more interested and appropriate candidates.

     

  • Tim Martinez 10:30 pm on September 25, 2010 Permalink | Reply
    Tags: , , , ,   

    Candidate Engagement: What Your Job Ad Says – Doesn’t Say – About Your Company 

    As a college student gearing up to graduate in a few months, I’ve spent an inordinate amount of time searching job boards and social media sites for job ads and future opportunities.  While perusing through never-ending lists of companies’ job descriptions, expectations, and requirements, I repeatedly experienced an overarching emotion, or perhaps I should say lack of emotion.  Initially I couldn’t pinpoint the culprit of my indifference, but eventually it hit me: almost every job ad says so much while saying nothing at all.

    Less cryptically speaking, job ads are generally great at describing a position and terrible at giving candidates a sense of the company’s culture and personality.  Understandably different companies have different personalities, but these differences can be advantageously addressed through the style of a job ad.  Recruiters should utilize any opportunity to distinguish their company and market their open positions as unique in character.  This in turn tells the right candidate why he or she might be an excellent fit, differentiating your job ad from others.

    Candidates are interested in more than how well their credentials and experience match up; they want to know if they will be happy in their potential new environment.  By tweaking your recruitment marketing strategy to add character to your job ads, you also benefit by creating a more interested and appropriate applicant pool and prospective talent network.  Here are a few considerations for a more successful job ad:

    • Describe the job position in the context of the overall company in order to give candidates an impression of their potential place and value in the larger picture.  This provides a more complete portrayal of the position while indirectly signifying a type of work culture to the candidate
    • Don’t be afraid to discuss what is fun about the office or position.  A candidate shouldn’t have to wonder if the work environment is friendly, so describe the social perks of being a part of the team.  Use current employees’ direct positive feedback to shape the description; this ads a sense of believability and impartiality
    • Instill a more personal tone in your job description by utilizing different forms of media.  Embed a video or include a link to the company website to a page with video descriptions of different positions and employee testimonials if you can.  If you already have these resources, don’t leave it to candidates to find them for themselves, the job ad itself should include this information

    The recruitment process is a competition, and it seems to me that similar job titles across companies translate to similar job ads.  With solid candidate engagement, recruiters have the opportunity to create successful job ads while using the same amount of space it takes to create mundane job ads.  My only question is why don’t recruiters tend include a more personal and personable element to their job ads?  Is there perhaps some aspect of the process I’m unaware of that creates this tendency?

     

  • Tim Martinez 5:00 pm on September 16, 2010 Permalink | Reply
    Tags: ,   

    An Introduction From Tim 

    Hello everyone! I’m excited to start my internship this fall with SmashFly and contribute to the intern blog.  It looks like past interns have done a great job, and I hope to continue the conversation while gaining some valuable experience and insight into internet marketing and the recruitment marketing industry.  I have always had an appreciation for and fascination with marketing in general and how internet marketing is a constantly changing entity with social media being the big game changer in the last 5 years or so.

    So, I’ll give you a little background on myself.  My name is Tim Martinez, and I’m a 21-year-old senior at Boston University.  My major is International Relations, which I love, but my curiosity leads me to many other preoccupations, and I’ll probably never stop striving to learn about different subjects and fields.  I would say I have a hometown, but because of my father’s career, my family moved to a different state every 3 to 4 years.  So in a sense, Boston is my home.  Outside of school and my professional life, one can usually find me exploring new routes of creativity at home or in the city.  Music above all else is my artistic passion, and I’ve played guitar since I was a kid, jumping around from project to project and taste testing disparate genres and styles.  I am particularly interested in intertwining my creative and artistic endeavors with my professional pursuits with marketing and advertising in the years to come.

    I am especially excited about how much I will learn from my internship with SmashFly, and I hope my contributions to the intern blog will help trace my progress and knowledgeability throughout the fall.  So please check in often to see what Ariel and I are up to and thinking!  I’m glad to be on board!

     

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