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If pairing your social metrics means putting them next to applicant data and suggesting correlation, you can level that up.
Use google analytics to see how much traffic your channels and campaigns are sending, and what that traffic is doing. You can learn the basics of this in a day or hire someone to set up conversion tracking funnels and a dashboard.
Use UTM tags per campaign to track also; this is simpler than it sounds too and you just need a light handle on analytics.
Cheat: add a “how did you hear about this role?” Question to your application for self reporting. Then you can say more assuredly what is driving your candis and you can track per candi to see if they are a qualified candi (progress to screened) and even hiring rates. If you can link it to your ATS this can all be automatic, and also interesting data in general!
Last and worst but often most effective 🙃 show what your competitors are doing on social bc your boss will likely want the same 😉
It might help us if you give a little more info on your recruitment marketing tactics.
We have social media and email campaigns running that include a mix of employee spotlights, community and philanthropy work, highlighting our benefits, PR and awards, and job ads.
Something else you can measure is candidate conversion, applicant > screen, screen > interview, interview > offer, etc., which shows your boss the result your recruitment marketing has on the quality of hire.
Also think about time to fill as a valid measurement. If you are putting out content that helps applicants get through the funnel faster, that’s a major positive.