Diagnose
Test market feasibility before execution.
The Talent Acquisition Advisory Method
Diagnose → Position → Acquire → Convert → Qualify → Optimize
A hiring campaign is a connected system. Weakness in one stage can make every stage after it more expensive.
Position
Make the opportunity worth candidate attention.
Acquire
Choose the right sources of candidate demand.
Convert
Turn interest into completed applications.
Qualify
Apply consistent criteria to the applicant pool.
Optimize
Use campaign evidence to improve performance.
Can the market support the goal?
Review title, compensation, geography, experience requirements, work arrangement, timeline, candidate availability, applicant target, and budget. A difficult role is not automatically a bad role—but its economics should be understood before launch.
Why should the right candidate care?
Clarify the candidate value proposition: compensation, opportunity, expectations, leadership, product, territory, career path, work environment, and reasons to choose this role over alternatives.
Where should candidates come from?
Use the channels that match the role rather than defaulting to one job board. The mix can include owned pages, organic search, job boards, social, referrals, niche communities, outbound sourcing, and paid media.
What happens after attention is won?
Evaluate the job page, mobile experience, form length, calls to action, application friction, tracking, candidate response handling, and employer follow-up speed.
What does “qualified” actually mean?
Separate required criteria from preferred criteria. Define knockout rules, screening questions, scorecards, and the agreed candidate profile before campaign results are judged.
What evidence changes the next decision?
Review traffic, conversion, applicant cost, source performance, qualification rate, response speed, and pipeline quality. Optimization should change the message, channel, funnel, budget, or criteria—not merely generate another report.
Principle: More sourcing does not fix an uncompetitive offer. More advertising does not fix a broken application funnel. More applicants do not fix unclear qualification criteria.
Use the framework on a live hiring problem.
For sales roles, the next step can be a PowerSalesJobs campaign plan built around this same six-stage methodology.
Start a sales campaign plan →