Talent Circles

Wednesday, November 12, 2014

How to Effectively Measure Your Social Recruiting Campaigns – Part 2

By Jessica Miller-Merrell

In part one this series on how to effectively measure your social recruiting campaigns, I discussed the need for a new kind of metrics and how the first step in measuring is identifying your strategy so you’ll know what type of metrics to use. In case you haven’t had a chance to read part one yet, I mentioned that your social strategy likely included one or more of several different campaign tactics, including culture and brand play, RSS feeds and more.

The great thing about the campaigns I talked about in part one is that they can work together or separately depending on how in-depth you choose to go with your social strategy. When used together, these tactics play off each other and help you build momentum and engagement across many platforms. However, you may find it more appropriate to focus on one of two strategies that make sense for your business. There’s no right or wrong.

Your next step
Once you know what it is you’re trying to achieve in your social recruiting campaigns, developing metrics is the obvious next step. In the corporate environment, when you’re developing metrics, you also have to think about what your leadership will want to know. Creating buy-in from senior business leaders often occurs only after they see the value. However, sometimes it’s hard for those who only use social media for personal reasons to understand that value, even when you share your methods, metrics and results. They may not automatically connect the dots, and that’s where you come in. It’s not only your job to develop metrics and create targets but also to educate executives and leaders on what it all means for your business.

To help business leaders in your company make sense of the results you share, use these five metrics that make it easy to go from seeing numbers to understanding value:

Source of hire
It often takes multiple touches to entice the candidate to make the ultimate job-search-buying decision, which is applying for a position. It’s valuable to know where the candidate engaged (many times this question will have multiple answers) and where they ultimately made the decision to apply. This helps leadership, and you, understand which social channels are most effective.

I like to use this metric to measure which sources were most effective in yielding candidates that are a good fit. Measure in terms of turnover at 90 days, 6 months, 12 months, 18 months and 24 months.

Applications per source
If you are using cookies to track candidates who visit and engage with your online properties, you can measure applications from each source. Don’t focus on the quantity, though. Focus on candidate quality instead.

Interviews per hire
If you are building an employment branding campaign, evaluate your interviews per hire for each source. It can help you see where to engage and what to post. For instance, I personally have found that in general, the more information a candidate can access in a job posting, the better quality of candidates you get.

Online review scores
Review sites like Glassdoor, as well as your own candidate survey, give insights into the recruitment and hiring process. Use these scores to understand how your online activities and internal efforts are aligning together to improve the company culture and online reputation.

Metrics don’t have to be a jumble of numbers. In fact, the most useful metrics help you see real life connections, and equally valuable, it helps you show others real life value. Watch for the final part of “How to Effectively Measure Your Social Recruiting Campaigns” to see how qualitative measurement of your social campaigns show how they fit in your overall social recruitment strategy.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell


  1. That's an awesome net for students! I am sure they will find many useful tips here

  2. All through many of Salvatore's work, Ferragamos were definitely that is generated by present, any boots or shoes were forced to in good shape good together with chanel outlet Whenever amongst this people engineered corns, or simply have reactions to any boots or shoes she constructed, Salvatore procured it all that will heart and soul, It all troubled her, together with he'd perfect the trouble. For this reason as soon as the fake rolex prospect returned, to your boots or shoes, people were certainly to fix normally. Customer care was initially important that will adolescent Salvatore, the is among the most purposes why she were rather like mass fast construction, she were feeling the fact that systems were definitely unable to deliver superior louis vuitton replica sale connecting boots or shoes. Whilst, subsequently during this work she managed do it, however , just for a little while and therefore was initially once substantially authentic with this brothers. The require happen to be a fact meant for Louis Vuitton at the same time, given that, That i do not think clearly there was substantially mass fast delivering having during the 1800's. On earth do you? Despite the fact that engaging in my best investigate related to way creators, There is the fact that a number of the adolescent European creators own these types of hard drive together with persistence. These frequently fully understand what they might be undertake, quite possibly on a rather fake rolex premature years, these do it right and do it right good and since they happen to be long gone, your varieties, your leaders, together with your variations survive on. That i like I saw it my best thought process created, about what I want to carry out, for the age of 12 months. Really, this is able to alter in my situation these days. Do a comparison of the breitling replica sale to the Aerospace See, the place as soon as the chronograph is certainly stopped, any watch alternates in the middle proving any seconds and also minutes, to enable you to as a minimum gain access to the degree for consistency saved during the see.