Recruiting
Inbound Recruiting is a way of recruiting new staff that is increasingly used by companies when hiring. It is a method that uses Digital Marketing techniques, through recruitment software, to find and seduce professionals who fit the positions that the company needs to fill.
RPO recruiter is a novelty for Human Resources departments, since it generates rapid engagement between the company and the profiles of people who can fit in the firm. In addition, if well implemented, it is a direct recruitment strategy that will appear on portals and social networks of professionals who are up to what the company is looking for.
This makes it possible to streamline the selection process and hiring and, in addition, offers significant economic savings, because you ensure that the investment made to promote the positions will reach the indicated profiles. If you don’t know Inbound Recruiting or have barely heard of it, here we will tell you everything you need to know about this unique strategy to attract the right talent to your company.
How to develop an efficient Inbound Recruiting strategy?
The Inbound Recruiting recruitment methodology has 4 well-defined phases:
Attract
As if it were a marketing strategy, the first step is to attract talent, who have the professional skills for the position you offer.
There are 3 different tools that will be used in this phase. The first is what is known as Employer Branding and consists of a set of actions carried out by employees to promote well-being, engagement and loyalty in your organization. The objective of this process is for the brand to have a very positive image so that those interested can apply for the position.
Another tool to use in the attraction phase is social networks, platforms that many people use to find work. This feature makes it necessary
Think about techniques to attract professionals to the company.
For this reason, it is essential that the actions are well thought out and executed on social networks based on the characteristics of the application, since it is not the same to interact via Twitter than Instagram, for example. Social recruiting currently plays a crucial role in selection processes.
The last tool that we advise you to use in this first phase of Inbound Recruiting is the website. Many companies dedicate a section (in most cases it is called “Work with us”) where there are comments, videos and photos that show what the work environment and company culture is like.
Convince potential candidates
Once users’ interest has been piqued, it’s time to convince candidates that your company is the ideal place for their next job. For this, it is necessary that the offer is attractive and here it is key that it is well written so that they understand well what the company is looking for and what the necessary requirements are.
In addition, it is important that the registration forms are easy to fill out and that they are optimized for mobile devices . Finally, if users can sign up directly on LinkedIn , this whole process will be much easier.
Here it is essential that your human resources department is very fast, especially if it is the ideal candidate for the position . So that you do not lose the professional, there are recruitment software that act as a CRM and that establish a direct relationship with the user and keep him informed about his situation
Loyalty
Regardless of whether or not you are going to hire the professional, it is very valuable that you maintain contact with the best candidates . If you are going to add people to your work team, they will become brand ambassadors and this is key to reinforcing your brand image
In the event that you do not hire him, and the profile may be interesting for the future, you will be able to maintain the relationship with the user through marketing strategies such as Email Marketing. For the Inbound Recruiting strategy to be effective, the key is to thoroughly plan each of these phases.
Benefits of Inbound Recruiting
A good implementation of Inbound Recruiting can help you find suitable employees for the vacancies you need to fill in the company. This is because the strategies are designed and aimed at certain profiles, which ensures that the applicants will meet the requirements you demand.
In addition, personnel selection times are considerably reduced, since the HR department will not spend many hours discarding users and will relatively easily identify the ideal candidate.
Finally, Inbound Recruiting, in most cases, is an economical recruitment process , compared to traditional recruitment, where the only expense is usually related to job portals.
