Inbound recruiting is an innovative recruitment strategy that aims to attract potential candidates using digital marketing methods. Using a targeted content strategy, you can not only attract candidates, but also seduce them by highlighting your values and your corporate culture. Find out how this method can revolutionize your recruitment process and strengthen your employer brand.
What is inbound recruiting? The candidate at the center of your strategy
Inbound recruiting is an approach which consists in implementing a content strategy to attract candidates to your business. Unlike the Outbound Recruiting, which involves active research, the inbound recruitment aims to bring talents to you by offering them high added value via quality content. This method uses social networks, the company's website, and other channels to disseminate relevant information.
For example, by publishing blog articles on your career page or by sharing testimonials from employees, you create an interest among candidates in passive research. Your goal is to transform them into active candidates by encouraging them to apply for your job offers. The implementation of a solid editorial strategy allows you to capture the attention of your target and guide it through your conversion funnel.
What are the advantages of inbound recruiting?
Inbound recruiting has several major advantages:
- It makes it possible to target precisely the profiles sought by disseminating content which resonates with their interests and their motivations. For example, a company in the technology sector can share white papers on the latest innovations to attract qualified software engineering candidates.
- This approach also improves your employer image by positioning your business as a reference player. Using the employee Advocacy, your employees become ambassadors who strengthen your strong employer brand. This generates a snowball effect that attracts even more talents.
What is the difference between inbound and outbound recruiting?
The Outbound Recruiting is characterized by a proactive approach where the recruiter will seek candidates via sourcing, announcements or recruitment firms. For example, by directly contacting candidates on LinkedIn.
Inbound Recruiting, on the other hand, is to attract and recruit candidates by creating an attractive environment and disseminating relevant content.
In short, Inbound Recruitment is a strategy that aims to reverse the traditional process by bringing future candidates to you. This method is particularly effective in achieving passive candidates who are not active job research.
The main acquisition channels in inbound recruitment
Social networks like Linkedin, Facebook or Twitter are powerful tools to disseminate your content strategy. For example, sharing success stories or videos from your teams in action can seduce future talents. Your career site also plays a crucial role in offering a platform where candidates can find detailed information on your offers and business culture.
Content marketing ( Content Marketing ) is at the heart of Inbound Recruiting. By offering white buses, webinaries, or newsletters, you can capture your target attention and encourage them to engage more with your employer brand. For example, a monthly newsletter containing career advice can maintain the commitment of your potential candidates.
What are the pillars of an inbound recruiting strategy?
A strong employer brand
Developing a strong employer brand is essential. This involves highlighting your values, business culture, and commitments. Using the employee advocacy, your employees become ambassadors who help disseminate a positive image of your brand.
For example, encouraging your employees to share their experience on social networks can amplify your scope and attract new talents. A strong employer brand is a major asset to attract the ideal candidate.
HR content marketing consistent with your DNA
Your content strategy should be aligned with your identity. By creating quality content that reflects your expertise and ambitions, you captivate candidates who share your objectives.
For example, if your business is engaged in sustainable development, publishing articles on your ecological initiatives can attract talents sensitive to this cause.
A reflected candidate experience upstream
The candidate experience is a key element. A fluid and transparent recruitment process improves the perception of your business. Make sure that the candidacy steps are simple and that communication with candidates is reactive and personalized.
For example, an acknowledgment of personalized reception after a candidacy can make the difference.
An omnichannel digital presence
Being on several platforms increases your visibility. Use social networks, your website, and other channels to distribute your content. An omnichannel approach allows you to reach a wider audience and improve your notoriety.
For example, participating in specialized forums or LinkedIn groups can help you reach specific candidates.
What kpis to follow for his inbound recruiting strategy?
Measuring the impact of your strategy is crucial. Follow KPIS such as the number of visitors to your career site, the visitors' conversion rate, the level of commitment on social networks, and the cost per candidacy. These indicators help you optimize your strategy and improve your results.
For example, if you notice that your conversion rate is low, improve the quality of your content or simplify the application process to optimize your conversion tunnel.
What tools to use to monitor your campaign results?
CRM tools, such as Marvin Recruitit, are essential to manage your candidates and analyze your data. Marketing automation helps you automate your campaigns and personalize your communications. Also use analysis platforms to measure user traffic and behavior on your website.
For example, Google Analytics can provide you with precious information on the behavior of visitors, in order to better understand their interactions with your content.
How to create a pool of qualified candidates?
To build a pool of candidates, collect the contact details of your visitors by offering them to register for a newsletter or download a white paper. Maintain the contact by regularly sending relevant content which encourages them to remain engaged with your business.
For example, a series of emails offering career advice or news in your sector can maintain the commitment of your potential candidates. This approach allows you to have a reserve of qualified candidates for your future recruitments.
Learn how to create an effective candidate pool to anticipate your recruitment needs.
FAQ on inbound recruiting
What is an inbound strategy?
It is a marketing approach that aims to attract customers or candidates by creating quality content and by offering added value. Unlike traditional methods that repel prospects, Inbound uses techniques such as content marketing and natural referencing to capture the attention of your target and encourage them to interact with your business.
What are the main recruitment channels?
The main recruitment channels include social networks such as Linkedin, Facebook or Twitter, general and specialized recruitment sites, job fairs, specialized agencies, and job board platforms.
Using a combination of these channels can affect a wider and diverse audience, increasing your chances of finding qualified talents.
What are the 7 stages of recruitment?
Recruitment stages include:
- Define the position to be filled and the required skills.
- Carry out a detailed post sheet.
- Define a recruitment campaign plan.
- Launch communication and broadcast the announcements.
- Manage applications using specialized tools.
- Conduct interviews and assess the candidates.
- Select the ideal candidate and finalize hiring.
What are the different recruitment methods?
The different recruitment methods include:
- Internal recruitment: promotion or internal mobility of current employees.
- External recruitment: search for candidates outside the company via various channels.
- Passive recruitment: attract candidates who do not actively seek a job.
- Active recruitment: proactive approach to find specific candidates.
What is external recruitment?
External recruitment is to look for candidates outside your business. This can be done via announcements on jobs, social networks, recruitment agencies, or employment fairs. This method makes it possible to diversify your sources of applications and to attract new and varied talents.
To go further, discover how to create a pool of candidates or learn to create a powerful career site for your future recruitments.
Also explore how to digitize your HR processes or improve your recruitment CRM to maximize the efficiency of your recruitment strategy.
CRMFacilitate the management and growth of your customer portfolio
Career siteStrengthen your employer brand and centralize your job offers on a tailor -made career page
Manage and organizeSave time and energy by focusing on high added tasks
Vivier candidatesManaging your candidates optimized for maximum candidate experience
MultidiffusionBroad your ads on all your jobboards with one click
Management and collaborationTake advantage of collaborative features to promote collective success
Chrome extensionEnriching its database has never been easier and quick.
StatisticsOptimize your team management using data for more judicious choices
Ia marvinMarvin's AI, ready to answer all your questions about a candidate.
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