You're trying to attract new talent through thought leadership. How do you gauge its success?

1 Engagement Metrics

Engagement metrics are your first signpost in evaluating the success of your thought leadership content. You want to monitor how potential talent interacts with your articles, videos, or podcasts. Look at likes, shares, comments, and time spent on your content. High engagement suggests that your material resonates with your audience, prompting them to consider your company as a potential employer. Remember, though, that these metrics are just the starting point for deeper analysis.

2 Talent Inquiries

After establishing a baseline with engagement metrics , pay attention to direct inquiries from potential candidates . Are you receiving more resumes, LinkedIn messages, or emails expressing interest in working for your organization? An uptick in such communications can be a strong indicator that your thought leadership is not only reaching the right audience but also compelling them to consider a career with you.

4 Employee Advocacy

Your current employees can be your best advocates and a testament to the success of your thought leadership strategy . Monitor how often they share your content within their networks. When employees proudly disseminate your thought leadership pieces, it amplifies your reach and lends authenticity to your message, making your company more attractive to prospective talent who value employee satisfaction and a positive work environment.

5 Recruitment Funnel

To truly assess the impact of your thought leadership on talent attraction, examine your recruitment funnel . Are more candidates entering the pipeline? Is there a noticeable improvement in the fit and quality of applicants? If your thought leadership content is effectively influencing career considerations, you should see a positive trend in the quantity and quality of candidates at each stage of the recruitment process.

6 Retention Rates

Finally, don't overlook retention rates . Successful thought leadership doesn't just attract talent; it helps keep them. If you find that new hires who engaged with your thought leadership pre-hire stay longer and are more satisfied in their roles, it's a strong indication that your content is not only attracting the right talent but also setting accurate expectations about your company culture and values .

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?