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Marvin Smith
Works at Lockheed Martin
Attended Pacific Lutheran University
Lives in Seattle, WA
2,489 followers|111,027 views
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Marvin Smith

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As an alternative to using ads to try to attract passive candidates, why not try content...
Hiring good content marketers takes significant time and resources. The secret weapon? Content. Here are some tips – Content Marketing Institute
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Marvin Smith

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Some thoughts about gender parity & STEM...
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Great article with a study to back it up...
For some time, leaders have struggled to understand the differences among generations in the workplace. It's been daunting for many to figure out how to respond differently to four generations all working side-by-side. And, as a result of this seemingly impossible management conundrum, ...
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Which list (haters or lovers of the current job) do you think Washington State is on?
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Great read...now that the secrets are out, I wonder what changes these digital conglomerates.
Google, Facebook, Apple, Amazon, Google, Amazon. These top tech companies each receive over a quadrillion resumes per year (source needed). So it’s safe to say they have a good process for choosing the best job candidates. But what is it? No, it’s not that list of popular Google interview questions you Googled on Google. In …
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Great read by #lruettimann-right on point...
How do you motivate and engage your workforce while also staying laser-focused on your organization's goals and objectives? Get the answer in this post by Laurie Ruettimann.
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Interesting take on social recruiting...
Various social media sites have nuances to note, so read these tips to up your company’s social recruiting game.
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Marvin Smith

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Are you a "learning animal?" If so, the future belongs to you...
Inc.com
Studies show, having this one ability could fast-track your career over the next decade.
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Timely article on the Pokemon craze and how it might be fit into marketing...
Marketers need to be aware of new tools, such as the application that runs the Pokemon Go game, and integrate them into inbound marketing programs.
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Very practical suggestions on leaving voicemails...
In this Recruiting Whiz Vid series, SmashFly Opportunity Consultants offer a marketing lens to recruiting and sourcing outreach.
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Data that confirms what many of us have guessed...
Facebook announced on Wednesday last week that it planned to make a series of changes to its news feed algorithm so that it will more favorably promote content posted by friends and family rather than publishers. The company said that … Continued
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It is not too early to think about how to communicate with Gen Z....
Forget about millennials. Marketers are moving on to the newer, younger consumers: Generation Z.
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Have him in circles
2,489 people
James Kennedy's profile photo
Shally Steckerl's profile photo
Ben Bush's profile photo
samson ibeabuchi's profile photo
RD N's profile photo
Craig Campbell's profile photo
Reginald Gillins, Sr.'s profile photo
jackdon jackdon's profile photo
Tasya Erika's profile photo
Work
Occupation
Strategic Talent Sourcing Technologist
Skills
building online talent communities, strategic talent sourcing, strategic talent sourcing, talent community building, social recruiting, employment branding, the use of technology to drive talent identification and engagement strategies
Employment
  • Lockheed Martin
    Strategic Sourcing, 2012 - present
    The Strategic Talent Sourcing Consultant is part of the Strategic Sourcing Group (SSG) within the corporate workforce strategy, analytics & acquisition organization. I am responsible for talent research, competitive intelligence, and talent pipeline building for critical skilled talent areas that map to Lockheed Martin’s workforce plan. This role is very strategic, yet does allow opportunities to put strategy into action. The highlights of this include: • Project Manager on technology initiatives to enhance candidate identification and development, as well as the candidate experience. • Talent community initiatives that engage, nurture, and build long term relationships with key segments of talent.• Researched | Reviewed |Recommended technology solutions for a recruitment marketing platform and developed the RFI/RFQ• Led sourcing initiatives for critical talent required to meet business objectives• Co-developed the Lockheed Martin talent acquisition strategy for 2013• Created the vision of Web 3.0 and outlined a broad path to accomplish that goal for talent acquisition
  • Bill & Melinda Gates Foundation
    Senior Research Recruiter, 2011 - 2012
    Member of an internal executive search team; provide research for senior level positions in global health, global development, US Programs (education) and operations Develop, drive and execute on a portfolio quality driven research services/strategies designed to identify senior level and niche talent that map to the Bill & Melinda Gates Foundation programs. In addition, am responsible for building a passive talent pipeline by leveraging advanced research strategies; recruitment marketing strategies, as well as leveraging technology and social channels. A key strategy is to create expert communities that were serve the dual purpose of evangelizing the Gates Foundation priority strategies as well as, creating opportunities to engage the executive talent that comprise the groups. In this way we can map our efforts to the Gates Foundation mission and serve our grantees and partners in a more impactful manner.
  • Research In Motion
    Sourcing Program Manager, 2011 - 2011
    Global responsibilities for strategic sourcing programs; including social recruiting campaigns & events; talent pipelines & communities; sourcing & social recruiting training and the integration of social recruiting technologies. Led an EMEA (Europe, the Middle East and Africa) Region competitive response campaign that generated 3 immediate hires and a 250+ pipeline of target talent. Created “The BlackBerry Vine,” a community designed to be the voice of RIM’s culture; grew the community to 1000+ members in about 3 months. Was a “thought partner” with Global Sourcing Leader in redesigning the global sourcing ecosystem (talent intelligence, ERP, talent communities, SEO, social recruiting events & campaigns & CRM) to make a significant impact on strategic talent acquisition at Research In Motion (RIM).
  • Microsoft
    Talent Sourcer, 2006 - 2011
    This Talent Sourcer role was a hybrid role that contained aspects of project management, competitive talent intelligence, talent identification and branding & digital media. It involved identifying potential talent and leveraging social recruiting technology to build talent pipelines and talent communities to proactively meet Microsoft’s Entertainment & Devices Division (E&D) objectives. The focus was to identify the talent E&D would need over a three to five years year period. Strategic Sourcing My responsibility was to identify current and future talent (employees) for E&D. Specifically, I identified the target talent and segmented the audiences into professions that would be needed by our division to meet its goals and objectives. Two aspects of this work were unique; first, instead of centering on an immediate transaction, this work concentrated on engaging and nurturing relationships with the target audience. And second, we focused on the total target audience for a profession. For example, if there are 1.2M software engineers in North America, we measured our success by the % of that population that was identified. Talent Community Building Created talent communities leveraging Web 2.0 (digital) technologies and social communities with the purpose of creating a pool of target talent that was interested in Microsoft and the respective profession the community was built around. We created a unique experience for the prospect | candidate that was interested in exploring a career with Microsoft, either currently or in the future. This workstream is an integral part of the pioneering talent community development pilot at Microsoft. This work was honored by ERE as “best use of technology” and by Jobs2Web as one of the top 3 innovators. Social Recruiting Campaigns & Events To address short term hiring objectives, we developed targeted recruiting campaigns as well as produced social recruiting events. While both types of approaches enhanced our relationship with the target audiences, the social nature of the two were different. On one hand, the campaigns offered a light touch by informing the target audience about a recent technological development or new entertainment offering as well as, showcased key opportunities with E&D. On the other hand, these “invitation only” events were social occasions to engage targeted talent audiences in conversations around E&D, our technologies and/or our career opportunities. Normally these instances were live venues that facilitated conversations and showcased Microsoft leaders and technologies or professions. Jobs2Web Project Manager Implemented a recruitment marketing platform to that involved the leveraging of technology to automate recruiting processes; engage social media channels; and enhance the E&D brands. Results included an increase of 1M+ visitors to E&D sites; the ability to manage all the moving parts to a large sourcing ecosystem; and to automate the “active” candidate apply process by leveraging the SEO (Search Engine Optimization) features of Jobs2Web. We Still Serve (www.westillserve.com) Project Recruited to a Microsoft-wide virtual team that developed a unique outreach to a military audience. This outreach broke new ground with this target audience and enhanced the company’s relationship with our largest customer—the US government. Managed the relationships between Jobs2Web (technology vendor), TMP (creative vendor) and the project team. In addition, developed and implemented the social media strategy to engage the military segment.
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Currently
Seattle, WA
Story
Tagline
As a marketer that works in talent acquisition, I focus on strategies for talent communities, talent sourcing, recruitment marketing, and talent engagement (aka the candidate experience). I am especially passionate about leveraging tools and technology that put the human touch back into talent acquisition. My current role with a Fortune 50 organization (Lockheed Martin) focuses on HR technology (automated recruitment marketing), strategic talent sourcing and creating talent communities for key talent segments. Previously, I held positions in strategic talent sourcing, social recruiting & recruitment marketing program management with the Bill & Melinda Gates Foundation; Blackberry; and Microsoft.
Introduction

Marvin Smith is veteran talent acquisition practitioner who focuses on strategic talent sourcing, talent community building, talent branding, and the use of technology to drive talent identification and engagement strategies.  Marvin's current role is a Strategic Talent Sourcing Consultant with Lockheed Martin where he is responsible for talent pipeline building for critical skills talent; and driving corporate wide, talent community initiatives.

  Marvin has been on teams that were at the forefront of resurgence of talent sourcing as a strategic weapon in talent acquisition.  Previously, he served in positions of strategic talent sourcing program management with the Bill & Melinda Gates Foundation; Blackberry; and Microsoft. 

Education
  • Pacific Lutheran University
Basic Information
Gender
Male
Marvin Smith's +1's are the things they like, agree with, or want to recommend.
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Analysis of over 2 million tweets about job sentiment indicates significant shifts in where people love and hate their jobs in the U.S.

New Facebook Share Data Reveals Why Video Is Key To Your Content Strategy
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Facebook announced on Wednesday last week that it planned to make a series of changes to its news feed algorithm so that it will more favora

Potent Quotables: Life Happens
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This site is a listing of quotations I have found as inspiring, intriguing, intuitive, unique, insightful, and thought provoking. Hopefully,

Steve's HR Technology - Journal - It's never taken longer to fill the av...
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Job openings as tracked by the Bureau of Labor Statistics in the JOLTS report hit an all-time reco...

Networking Nuances in the Digital Age
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Today’s networking norms have changed dramatically, thanks to the Internet and social media.

What to Ask When Measuring Cultural Fit
www.talentmgt.com

Cultural fit is difficult to measure in a typical job interview. Use these questions to start.

The Disturbing Influence of Glassdoor
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Are you letting your worst employees define your brand? If you are ever on Glassdoor, you will see many companies do. Here is how to fix tha

Infographic: The Highest-Paying Companies In America
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This chart shows median total compensation at U.S. companies in 2016.

How Social Good Fuels Recruiting
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Being social doesn’t end online. Here are five companies making an impact in their communities and in recruiting.

The Anatomy of a Successful LinkedIn Profile [Infographic]
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Career Management - To stand out amid the millions of LinkedIn users, you need a stellar profile that captures attention and starts conversa

New Survey: Job Postings Are The Doorway To Your Employer Brand
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co-authored by Candace Kim Research suggests that if you care about your employer brand, aka what people think working at your company is li

Infographic: The Brands Millennials Most Want To Work For
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This chart shows index rankings of companies millennials would be proud to work for.

7 Tips for Recruiting Women
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Finding women for leadership roles is difficult. Read these tips for attracting more women and improving diversity.

15 Must-Have Sourcing Tools Every Recruiter Needs
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Learn about 15 new sourcing tools and technologies to improve your sourcing strategy.

Geoff Colvin: Will Technology Take Your Job?
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Not all jobs are at risk of being taken over by technology, says author Geoff Colvin.

Why Recruiters Should Use Google Trends
blog.firefishsoftware.com

Discover why recruiters should use Google Trends and how the service can help them craft better job ads and reach more relevant and engaged

The Top 5 Reasons Why Companies Launch Branded Online Communities (and W...
blog.socious.com

Not sure if you need an online community? These are the top reasons companies start branded online communities.

The Creative Sourcing Myth.
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The challenge is no longer talent identification, but talent engagement. Might this finally mean the end of the "creative sourcing" myth? He

The 25 Most In-Demand Skills on LinkedIn [Infographic]
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Career Management - LinkedIn members who listed cloud- and distributed-computing skills on their profiles were the most sought-after users b

Introducing the 2016 Industry Reports Featuring Exclusive LinkedIn Candi...
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Centuries ago, the Polynesians, who lived on islands scattered throughout the Pacific Ocean, were among the best sailors in the world.