In today's highly competitive recruiting environment, it is essential for companies and recruiters to be innovative and methodical in the way they attract candidates. Inbound recruiting is a relatively new technique that offers significant leverage to those seeking to establish a deeper connection with their target candidates.
Find out how inbound recruiting can help your company or employer brand achieve the best possible results.
Inbound recruiting is a revolutionary recruitment method that combines marketing and human resources toattract, recruit and retain the best possible candidates for your company or employer brand. This technique was invented in the early 2000s and consists of applying the principles of digital marketing to human resources.
With the rise of the Internet, it has become possible for companies to communicate more easily with their potential customers thanks to tools like blogs, websites and social networks. This technique, calledinbound marketing, allowed companies to share information about their products and services more efficiently and to create a much stronger link with their target. The brand thus became media and content... king.
Companies then realized that they could use these same tools to find and recruit their future employees.
The fundamental principle behind inbound recruiting is simple: passively attract qualified candidates to your brand by offering them relevant content tailored to their profile. You can also engage these candidates directly by providing them with all the information they need to apply for jobs, connect with your employees, etc.
Using an inbound recruiting strategy has several advantages: it can significantly increase your conversion rate (from visitors to your website to applications received); it canreach a wider audience through your digital channels; it can improve your image and strengthen your employer brand and it saves time and money because you don't need to overinvest in ads and job boards. This is a long-term approach that produces long-term results.
You can implement an effective inbound recruiting strategy by following these steps:
What do you want to accomplish with your inbound recruiting strategy? Do you want to recruit new candidates, build your employer brand or find passive candidates for a specific position? Once you have clearly defined your goal, you can move on to the next step.
Who are you targeting? What are the attributes and profile of the type of candidate you are looking for? Take the time to identify exactly the type of person who will be best suited for the job.
Once you know the audience you want to attract, create relevant and interesting content. You can use tools such as blogs, social media posts or LinkedIn ads to communicate your recruitment offer and promote your company. Also use relevant keywords to ensure that your message is visible on search engines. SEO is very important here.
Your website should be optimized and easy to navigate so that candidates can quickly find the information they need and apply for a job. Also make sure it doesn't have too many corporate pages or unnecessary external links.
Social media can be very effective in engaging qualified candidates. Frequently share information about your company and products/services as well as potential job openings that might be of interest to the people you want to recruit. Also try to interact with other profiles, especially those that fit the profile of the ideal employee you are looking for. This operation must be combined with an employee advocacy strategy to give your messages reach. A future candidate will be more willing to browse your content if it has been shared by your current employees. It is a question of credit and authority of your employer brand.
It is important to measure the success (or lack thereof) of your strategy by analyzing several key indicators: the total number of qualified visitors obtained through the strategy; the conversion rate (i.e., the number of visitors who converted into candidates for a specific offer); the average time a candidate spends on your website before being recruited; and the long-term effectiveness of the process.
Once you have the inbound recruiting strategy in place, you can maximize your success by following these tips:
Track the results of your strategy on a regular basis and don't be afraid to make relevant changes or adjustments. KPI's must be relevant and shared.
Invest in relevant search engine and social media advertising campaigns to boost your employer brand and attract qualified candidates more easily.
Make sure the application process is simple, quick and efficient so that potential candidates don't give up in the middle of the process. You should also provide them with enough information so that they understand what they will be a part of if they join your company.
Your employees can be the best ambassadors for your employer brand. Encourage them to share their positive experiences and passion for the company with future candidates.
