The concept of inbound recruiting – or inbound recruitment – comes from the term coined by Hubspot for a new form of marketing (inbound marketing): a process of generating relevant and engaging content to attract, engage and satisfy customers, allowing them to lead their own buying journey and convert when ready.
The overall proposition of this innovative recruiting strategy remains in the use of content marketing, social media and search engine optimization tools to reach top talent, even when they are still not actively looking for a job, to let them engage and connect with your brand. Once they’re interested in a position, it’s easier to turn them into candidates for your recruiters to hire directly.
In short, inbound recruiting makes it possible to recruit the ideal candidate, by first attracting qualified candidates into your talent pool and then converting them. To do this, you will need to interact with them through all stages of the recruiting funnel, until they finally become your employees.
The importance of inbound recruitment
In an age when companies struggle to recruit talent with remarkable skills and professional qualities, they must stand out to have a chance of attracting the best candidates. Posting jobs on specialist sites and asking for references on LinkedIn is no longer enough for the right candidates to apply. We must go further now.
Thus, the best candidates are not necessarily always looking for an opportunity, even when they are available. In fact, around 70% of the global Indonesia WhatsApp Number List workforce is made up of talent and passive candidates who are not looking for jobs.
Second, applicants no longer desperately apply for a position like it could have happened a few years ago, which means they research a lot more information about companies before deciding to apply. They want to know their values, their culture, read employee reviews and more.
This is why it is now necessary for companies to offer enough content available on their website, or even a career site, to be active on social networks and to have a good communication and relationship management strategy and with potential candidates to make them want to apply.
The benefits of inbound recruiting
Inbound recruiting brings many benefits throughout the recruiting process, especially for small businesses.
Here are the top 3 positives that companies can get by implementing inbound recruiting techniques:
Strengthen your notoriety
By implementing inbound recruiting techniques and strategy, you focus on building brand awareness. Thanks to increased marketing activity, greater visibility on specialized sites like Glassdoor and regular activity on your social networks, you will be able to reach a wider audience. While the main goal is to promote your business to potential candidates, your inbound recruiting strategy is going to have a positive impact in areas such as sales and customer service.
Faster hiring times
If talent is knocking on your door and asking to get involved in your business, you are in the ideal situation to fill vacancies quickly. It is much easier to move candidates forward in your recruiting process if they have already accepted your company’s philosophy and values. You no longer have to “sell” your business, the bulk of the work having already been done upstream.
No need to hire a recruitment agency
While recruitment agencies are often useful and efficient, they sometimes cost businesses a lot of money. If you have excellent “inbound” candidates ready to join you, there is no need to hire the services of an outside company to do your recruiting. Even if you have to put in place selection and interview processes in-house, your overall talent acquisition costs will still be lower than what you would have spent with an agency.
How to set up an inbound recruiting strategy?
The implementation of an effective inbound recruiting strategy can be done in 4 steps:
Create candidate profiles
You need to know who you are targeting to successfully reach and interact with your prospects. This is where the first step of this strategy comes in, which consists of defining “candidate personas”. Describing a profile of your ideal candidate allows you to delve deeper into the type of content your audience will appreciate.
It should also inspire you to think about where you can find the perfect potential candidates. Are they in LinkedIn groups related to niches? On a forum specific to your industry? On Twitter, Facebook?
Either way, you need to share your content wherever your potential candidates hang out online.
If you’ve never created candidate personas before, start by asking yourself the following questions:
Use the strategies and tools offered by inbound marketing
Inbound recruiting derives from inbound marketing. It is therefore natural that, in order to generate the enthusiasm of future candidates, you use your digital marketing skills, in particular by taking advantage of social media channels to reach your target audience.
Creating high quality digital content specifically for recruiting on your site or a dedicated blog is great for showing people who might be interested why they should work for you.
Here are some examples :
Ebook / White Papers
Customer case studies
Press releases for new product launches
Vlogs of your corporate charitable / volunteering actions
Information on social events within the company
With video content becoming more and more popular, it is worth investing in this area.
Optimize the “career” section of your website,
Your website is the ideal platform to publicize your company, your brand, your available vacancies, and to give future candidates the opportunity to find out more about you.
Far too many companies make the mistake of only filling their career page or section with open job offers. If so, you are missing out on a huge opportunity.
In this part of your website, you have the opportunity to really show a positive image of the work and activity within your company. Take advantage of your career section to insert the following content and generate enthusiasm among future candidates:
The story of your company
Information about your founding members
People they might work with
Your premises and offices
Very large companies may even plan to create a “career site” to attract prospects and meet their recruiting needs.
Build a talent pool
The ultimate goal of inbound recruiting is to attract candidates who actively express their interest in wanting to work for you. There is no better way to do this than to invite your future candidates to join your talent pool.
To do this, do not hesitate to set up entry skills tests, in order to create an ambitious and controlled talent pool. If you often hire a lot of people for the same type of job, why not get them to showcase their skills right from the start?