n part one of our two-part expert panel series on recruitment marketing, we heard from a number of talent acquisition practitioners, consultants, and bloggers on the topic of recruitment marketing. The post focused on defining recruitment marketing and its connection to candidate experience. Looking back, a few key themes stood out. There seems to be a consensus that effective recruitment marketing means being digitally-focused. And also that companies have to continually assess and update their recruitment marketing efforts to match the evolving candidate experience job seekers expect over time. In part two, we continue with this topic by focusing on two areas: the impact of recruitment marketing on the average skill-set of recruiters and how to measure performance in recruitment marketing.