If you’re a Head of Talent or in-house recruiter who’s also responsible for Employer Branding, you have a distinct advantage: You can measure what directly impacts hiring, and therefore, what influences business goals. But first, ditch the Employer Branding terminology and start calling it Talent Marketing. Sure, they’re just words. But they scream tactical and measurable. Plus, it’s clear — everyone knows why you do marketing. It’ll enable others to actually care. Now, on to Talent Marketing metrics: New hires is your top-line metric. But there are others that directly influence this overarching number. Here’s how to determine what matters: - Does the metric support recruiting outcomes? - Is the metric compelling to a CFO? - Is the metric reliable? - Is the metric useful for recruiting passive candidates? - Ease of measurement. (Can you get the number?) [My two cents on what metrics matter in the comments] Spoiler alert: number of applications isn’t one of them. Volume doesn’t matter. Only quality does. Do this right, and volume drops. Remember: Buy-in, budget, and cred come with things that make or save the company money. ——— P.S. I also send my posts out via email. Same content — straight to your inbox. Subscribe here: https://lnkd.in/eGF_4C4
EASE of measurement = operative word here.
Underrated LinkedIn post. Spot on, Nate. 👌🏻
One of the best discussions I’ve read on LinkedIn in ages. Kudos!
So true! Normalize quality over quantity.
👥 Raphael F. some of the stuff I know you try and wrap your head around.
Amen. For me, the problems start when companies insist on making their recruitment marketing all about them. Most prospective candidates don't need to know how highly the company thinks of itself - at least not this early in the process.
Talent Marketing! Yes!! So much better than employer branding
They may just be words Nate Guggia, but say them enough, believe in them, they then become reality! 👊👊
Helping companies to thrive in the #DigitalHR world.....the Udder way
2yAlan Walker Felix Wetzel