Let's be honest...the main goal for any recruitment marketing campaign is to make a hire.  In order to make sure you are making the best hires and most of your recruiting budget, you need to find out what recruiting channels are bring in your best candidates and ultimately hires.

The key to figuring out your best candidates and hires is collecting your own internal recruitment metrics to measure how well recruiting channels are performing for your recruiting organization.  That last part is important, make sure to collect your own recruitment metrics.

With the recruitment metrics you collect, you want to focus on the metrics that matter to your recruiting organization.  Here are a few metrics that can help you to determine how successful your job campaigns are:

Hires: This is probably the most important metric you collect but you need to know what recruiting channels are bringing in the most & best hires in your recruiting.  This metric will help you determine your recruitment marketing mix and save you money from using channels that are not helping you bring in the right candidates.

Interviews: Many of the candidates that receive interviews for a position are quality candidates but not all of them can become hires.  It's important to measure how many of these candidates come into your funnel and where they come from.  You may be able to argue that this can be just as important as hire as the goal for any recruiting organization is to bring in as many quality candidates as possible.

Views: This recruitment marketing metric is very important as well.  View represents when a candidate first views your job ad.  This is important because you can't get candidates into your ATS if they don't find your job ad.  The view is the start of any organization's recruitment marketing funnel so if a recruiting channel is not bringing in candidates, it could not be a good investment.

When looking to collect metrics for your recruiting organization, it is important to have the right technology in place to report on these metrics.  Make sure to ask your job distribution technology providing how they can integrate with your ATS to provide detailed recruitment metrics from views to hires for all your recruiting campaigns.

Originally posted on the SmashFly Recruitment Technology blog.