By Maegan Sharp on the Recruitics Blog
With the increase in online recruitment marketing over the last decade, recruitment marketers have gained deeper access to recruitment data and analytics. From identifying the most successful vendors to taking advantage of end-to-end insights, recruitment data has given recruiters the power to take a more scientific approach to recruitment marketing and to make data-driven decisions. And when you’re making more informed buying decisions, you’ll start to #LoveThyData because you’ll see improved efficiencies across the board – increased application volumes, improved conversion rates and decreased average CPAs.
So, how can you take advantage of recruitment marketing data to optimize your talent acquisition efforts and strategy, and how can you learn to #LoveThyData?
We’ve put together these 10 Commandments of Recruitment Marketing Analytics to get you started:
1- Plan a successful recruitment marketing strategy by setting measurable and attainable goals.
2- Understand the metrics and KPIs most important to your strategy so you can optimize for efficiency and increase ROI.
3- Ensure you have access to view your recruitment marketing data so you can analyze and compare your progress to your recruitment marketing strategy and goals, and optimize your efforts as needed.
4- Utilize a dashboard with clear visualization to easily understand your job advertising strategy and ROI, especially with job-level analytics, vendor data, consolidated reporting and actionable insights.
5- Look at your data to assess the success of your jobs on performance-based media and to determine which media sources meet your strategy needs best.
6- Improve spend efficiency and ROI by optimizing the media sources you advertise jobs on, so you only advertise on sources that deliver candidates.
7- Use insights from your data to make data-driven, programmatic automations and optimizations that align with your recruitment marketing strategy and goals.
8- Supplement your strategy with targeted advertising like social ads, display marketing and more to reach both passive and active job seekers.
9- Increase interest in your company and your jobs through a strong online brand presence while providing insight into your company culture and values.
10- Allow your online profiles to help set candidate expectations of the apply process to ensure interested and qualified candidates convert to hires.