Talent Generation Strategy 2012: The Measurement Challenge
I hope you were able to tune in to our webinar yesterday about building your 2012 Talent Generation Strategy.
As James and Mark went through their survey and benchmark report results, it was obvious that getting the right candidates to make the best hires for your organization requires a multifaceted approach.
In case you weren't on the webinar, the slide below does a pretty good job of summarizing where you could go next, based on your current progress in the areas of Sourcing, Recruitment Marketing, Candidate Experience & Engagement, and Talent Generation Efficiency and ROI. 
But which one to pick? All other things being equal, If you're really having trouble deciding, go with the one you can measure. And I don't mean the one you can measure after you've implemented your new ATS. Or once you've centralized your candidate database. Or when the Sun is in Mercury with Saturn rising.
Don't worry about perfection, worry about consistency. Pick something to track over the next month and see if you like the numbers you're getting. Then tweak it, and see how the numbers change a month after that. Then add another metric.
It's tempting to wait for the "magic bullet" that will instantly perfect your recruiting system, but the reality is that there's no tool that will ever solve all your problems, and there's no time like the present to start taking the first steps to ensure your company is tops for talent generation in 2012.