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Recruitment marketing reduces time-to-hire, builds more diverse and more qualified pipelines, elevates candidate experience, and boosts employee engagement and retention. Here are first steps, along with a list of what to focus on, for your recruitment marketing campaigns.

Traditionally, TA teams have focused on tactical or “efficiency” metrics such as time-to-hire or cost-per-hire—metrics that simply don’t matter to your executives as much as they matter to your recruiters. The more important metrics for C-levels are strategic; they’re directly linked to business outcomes. Here’s what your executives likely want to see.

For talent teams who are exploring candidate sourcing software options right now, here’s a 3-step process—including a checklist of critical capabilities and questions to ask—for making the best decision.