Handle attribution and selection effects
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
First-touch, last-touch and shared-credit attribution answer different questions. None automatically identifies which channel caused a hire. Candidates may encounter several messages or apply directly after a referral. Some channels receive easier roles or better-known employers, creating selection effects. Record the attribution rule and inspect whether it changes the recommendation. Keep operational tracking separate from causal claims. If you want to test a channel change, define a fair comparison and the variables you can hold stable. Be cautious where sample sizes are too small for confident conclusions.
Worked example
A candidate is first found at an event, later nurtured by email and finally applies through the website. A last-touch report credits the website; the relationship history shows why that is incomplete for budget decisions.
Put it into practice
Assign credit under two attribution rules for three fictional multi-touch hires.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Explain how the totals change and which decision each rule supports. Do not call either rule proof of causation. Preserve the underlying journey so the team can interpret the allocation.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.
- ICO: Recruitment and selection
UK guidance. Check its current status and updates before implementation.