A question I get constantly when talking about social is, 'What can I measure?'The answer isn't always 'recruits' although if you are really nailing your reputation work, you will see returns over time.
In social media, engagement, interaction and community are all measurable quantities that you can look at, work on, and improve.
But even when you get to the hiring process, just like you would if you were in a Formula One team, there are plenty of little areas of optimisation that you can influence. Besides the number of applications or people you hire -- speed of hire, quality of hire and candidate experience are all indicators of how successful you are in your process.
Social Hire's article about this is really interesting, particularly in the area of candidate experience. If you could improve even just a few aspects of your candidate experience, how might that help make sure more quality people are won over by the power of your employment proposition?
Mobile Readiness: Can you apply via mobile? Does it save your information? Do you think anyone will pinch and zoom their way through a five-page application only to have it error out 43 minutes later? They won’t. Pre-Candidate Experience: What is the experience with your company before they hit the apply page? Keep in mind that candidates are headed to social media to get a sense of who you are and what you stand for. Offer Acceptance Rate: If you’re handing out offer letters like candy and seeing your rates plummet, there’s a reason. You have to be right for the applicant and they have to be right for you. Check your offers-to-acceptance ratio. Candidate Readiness: Candidates who are properly primed perform better. Companies with talent communities and other social-based tools can use them to help candidates understand the process.