How to Improve Your Recruitment Process: 6 Questions Every TA Leader Must Ask to Boost Efficiency

Introduction

Recruitment marketing is evolving at lightning speed, driven by cutting-edge technology and innovative strategies. Yet, with this rapid transformation comes a familiar challenge: Are you asking the right questions to ensure your recruitment efforts are effective? 

At Joveo, we’re passionate about helping talent acquisition (TA) leaders navigate the complexities of recruitment marketing. This was the focus of our recent webinar, featuring insights from industry experts Yazad Dalal, Chief Growth Officer at Joveo; Ashlie Collins, Director of Solutions at Joveo; and Ryan Affolter, Partner of RogueHire. Together, they explored the six essential questions every TA leader should be asking. These questions don’t just scratch the surface – they dive deep into how you can refine your strategies, maximize ROI, and stay ahead of the competition.

Here’s a recap of the key takeaways that can transform the way you think about recruitment marketing.

1. Are You Able to Compare Performance Across All Your Sources in Real-Time?

Let’s face it – managing multiple recruitment channels can feel like juggling too many balls at once. Between job boards, programmatic ads, and social media, keeping track of what’s working and what’s not is quite a task. But, measuring their performance in real-time is crucial to ensure you’re spending wisely and optimizing results.

Why it matters:

• Real-time performance tracking enables quick course corrections to improve outcomes.
• Consolidating data across channels prevents wasted spend on underperforming platforms and helps identify top-performing sources.

This transparency is non-negotiable. Without it, you’re flying blind. Recruitment marketing can be compared to an investment portfolio. Just as investors balance high-risk and stable assets, you need to evaluate which channels are driving awareness versus conversion and allocate resources accordingly.

Action items:

• Implement a platform that consolidates all your recruitment data.
• Use tools that provide immediate insights into clicks, applications, and hires by source.

2. Can You Map the Entire Candidate Journey?

Do you know what it feels like to apply for a job at your company? From source to hire, mapping the candidate journey is about understanding every step your applicants take – and where they might be dropping off.

Be sure to identify bottlenecks in the recruitment funnel. For example, a common issue is the extended period candidates spend stuck between application and first contact, leading to frustration and disengagement. In fact, 50% of candidates report no communication from recruiters for 21 days or more. Ouch.

To tackle this, you need tools that visualize the journey. Key questions to ask yourself:

• Can you see the blockers in your recruitment process?
• Are you tracking the time it takes to move between stages?
• How can you improve the overall candidate experience?

Action items:

• Use funnel visualization tools to pinpoint bottlenecks.
• Implement automated outreach to ensure no candidate feels forgotten.
• Optimize your communication timelines to enhance candidate experience.

3. Are You Accurately Attributing Applications?

Here’s a tough pill to swallow – many organizations are still relying on outdated, subjective methods to track application sources. Asking candidates, “Where did you hear about this job?” often results in inaccurate data, with most defaulting to the company’s career site, regardless of the actual source.

The result? Bad data leading to bad decisions.

Accurate attribution is essential for understanding which channels are driving quality applicants and cookie-less tracking is key. Why? Traditional cookie-based methods miss 30-40% of applicants who decline cookies, particularly in regions with strict data privacy laws like GDPR. Advanced tracking technologies like cookie-less analytics provide a clearer picture, allowing you to allocate your budget more effectively.

Action items:

• Switch to advanced tracking solutions that don’t rely on cookies.
• Regularly audit your data sources to ensure you’re attributing accurately.

4. Is Your AI Delivering ROI?

AI is the buzzword on everyone’s lips, but is it truly delivering value for your organization? Too often, TA teams invest in AI tools without fully understanding their impact. The big question: Can you attribute your outcomes to the AI tools you’ve invested in?

AI can be compared to Sherlock Holmes:

• Intuitive, brilliant, and focused on facts.
• But like any good detective, it needs accountability.

Action items:

• Regularly review AI-generated insights for accuracy and relevance.
• Ensure your AI tools have clear reporting mechanisms to track their effectiveness.
• Set defined KPIs for AI performance.

5. Are You Measuring Employer Brand ROI?

Employer branding has evolved from a nice-to-have to a must-have, yet proving its ROI remains a challenge. Most TA teams rely on surface-level metrics like impressions or reach, which only tell part of the story.

Imagine spending $50,000 on a campaign. What if, six months later, someone recalls your brand and decides to apply because of that campaign? That’s the kind of long-term impact you need to measure. One healthcare organization, for example, ties its branding to recruitment marketing using multi-touch attribution. This approach tracks how branding efforts influence hires over time, offering a clearer picture of ROI.

Employer branding isn’t just about generating activity; it’s about building a lasting connection with candidates. 

Action items:

• Move beyond impressions; measure conversions and long-term candidate engagement.
• Use tools that analyze the multi-touch impact of your campaigns on recruitment outcomes.

6. Do You Understand What Your Competition Is Doing?

Knowing what your competitors are up to is like peeking at their hand in poker. Are they offering higher salaries? Unique perks, like pet-friendly offices or wellness stipends? Without this info, you’re essentially bringing a spoon to a knife fight.

We cannot stress enough the importance of competitive and labor market insights. Companies winning the talent war are those making informed decisions based on what their competitors are offering. For example:

• Knowing a competitor just bumped up salaries for a critical role allows you to adjust your messaging or benefits to stay competitive.
• Understanding unique perks offered by competitors can help you refine your EVP.

The lesson here? Keeping an eye on the competition isn’t optional; it’s a necessity.

Action items:

• Leverage labor market data to understand salary trends and benefits.
• Tailor your recruitment messaging to highlight what sets your company apart.
• Use tools that monitor competitor activity and provide actionable insights.

Bringing It All Together: From Questions to Actions

These six questions aren’t just theoretical; they’re a framework for action. Here’s how you can start implementing them:

• Invest in transparency: Ensure your tools and partners provide clear, real-time data.
• Map the candidate journey: Use visualization tools to identify bottlenecks and improve experience.
• Upgrade attribution: Adopt advanced tracking methods for more accurate insights.
• Evaluate AI effectiveness: Regularly audit your AI tools to ensure accountability and ROI.
• Prove employer brand ROI: Go beyond surface-level metrics to measure long-term impact.
• Monitor the competition: Leverage competitive insights to stay ahead.

Recruitment marketing isn’t getting any easier, but by asking these six questions, you can simplify the complexity and focus on what truly matters. 

Ready to take the next step? Explore how Joveo can help you answer these questions and more. Visit joveo.com to learn more.