Recruitment is essential for the future of any business. That you are a startup Or A CAC 40 companyyou need good people to develop your activity. But it is difficult to find The best talents ; Business leaders around the world consider recruitment as their main concern (before the increase in turnover and customers). The “best” employees are not always looking for a job, and if they are, they may not consider your business as a place to develop their careers. Fortunately, there is Inbound recruiting. Focus on this new way of recruiting the “best” talents.
What is inbound recruiting?
If it is difficult to find a unique definition of theinbound recruitingthe general principle is quite simple. Inbound recruiting or “incoming recruitment”, consists of arouse interest job seekers by Content marketing techniquesrather than by traditional methods of outgoing recruitment such as the publication of job offers on different channels, telephone calls or head hunters.
Whether through blog articles, public relations campaigns, social networks, etc. Companies are starting to align theInbound recruitment On their inbound marketing strategies.
The ultimate objective of the'inbound recruiting is to bring them best talentto come and see you and ask you how they can join you. Future candidates will do it because they have seen everything from the brand, products, services and culture of your business thanks to Your strategy incoming recruitment, and they will want to get involved!
The importance of inbound recruiting
At a time when the “talent war” is so strong, with a request much higher than the offer, companies must stand out To have a chance ofattract the best candidates. Publish offers on job sites and request recommendations on LinkedIn is not enough to Encourage good candidates to apply.
The first reason is simple: sometimes the best candidates are not looking for a opportunityeven if it is available. In fact, this occurs most of the time, since 70 % of the global workforce is made up of talents passive who are not looking for a job.
Second, the candidates do not apply desperately for a position as before, which means that they do a lot of business research Before deciding to apply. They want to know the culture of the company, read the opinions of employees and much more – and this is where the'Brand image of the employer Current. In fact. In fact, this factor is so important today that an investigation revealed that only 1 candidate out of 5 would apply for a position in a 1 -star company.
That's why, to arrange Marketin elementsg such thatA good career site of a business, an up -to -date LinkedIn page, an active presence on social networks or the implementation of a good strategy for managing the candidates are essential to make you want to apply for you.
The contents and SEO are the main axes where you will have to concentrate your efforts for your inbound recruiting. However, the key is also to be able to diversify.
You must include Several other strategies To promote your content. You can organize webinaries on a subject relevant for candidates that you targetfind the online sectoral forums they frequent and interact there, whether by answering questions or participating in discussions.
It goes without saying that it is also important to maintain presence From your business on social media (LinkedIn, Facebook, Twitter, Instagram) and to manage its reputation. Also manage your opinions on sites like Trustpilot or Captter.
Know your audience
First of all, you must know who you are addressing. Once you have determined it, you will know how to talk to him. Where are they, what do they want, what do they not want with an employer, etc.
The content is king and each word counts
If you are in the world of content creation or blogging, you will look up in heaven, but it's true. The contents is a essential of incoming recruitment. If your content does not attract the attention of potential candidates, it is useless.
Whether you bloggued on your own website or on another site like Linkedin, or you wrote guest articles on various other websites, your content must be useful And informative. Hence the importance of knowing your audience to really know who you are addressing.
Work with your employees to amplify your employer brand
Don't forget that your brand employer is a historicalire and your biggest asset is your current staff. Let them become your ambassadors to help you tell this story and promote with their network. Remember that your employees can also experience candidates you are looking for.
Optimize the “Careers” section of your website
Your website is the platform that allows future candidates learn more about you. Make sure that Your website either up to The quality of your inbound marketing in order to maintain the interest of visitors.
This is particularly important for Your “career” page. Many small businesses make the mistake of displaying only job offers on their career page. If this is your case, you miss a unique opportunity!
Here you can really to show What is to work in your business. Take advantage of long format content for enthrall future candidates:
- The history of your business
- Information on your founding members
- The people they could work with
- The location and design of offices
- The advantages of your business
- Information on your business or caritative partners
This is where you can go into details that you could not put in a simple message on social networks. This is where candidates will start to imagine working for you!
Create a pool of talent
The ultimate objective of inbound recruiting is that candidates actively express their interest has work for you. The best way to get there is to invite future candidates to register in A “Pool” of talents.
Many companies ensure that the talent pool process Or a little old game. For example, it is not uncommon to use skills tests to build an already “pre-truth” pool. If you often recruit many employees for the same type of position, why not ask them to show their skills From the start?
The only thing that is better than a pool of talents is A full pool candidates Pre-tests and classifiedamong which you can make your choice in the blink of an eye. It will certainly do you Save time and money.
Adopt a state of mind to acquire talent
Get into the'inbound recruitment means that you implement a long -term strategy. Create your content, the broadcast And constitute Your talent pool takes time.
It is therefore useful to rethink any your approach recruitment and adopt a state of mindTalent acquisition. Aren't you sure of the difference between the two?
In summary, the traditional recruitment aims to provide vacant posts to short -term. On the other hand, theTalent acquisition covers the whole of strategy from finish aimed at attract,, assess And acquire The best people for your business (especially when there is no vacant position).
Measure your key performance indicators (KPI)
What is the point of changing the way you recruit if you don't Measure Not your success (or your failures)? Incoming recruitment has shown that it offers companies a series ofbenefits while accelerating their process recruitment.
If you implement incoming recruitmentwe recommend that you follow The following key performance indicators:
- The number of candidates per position – indicates the number of candidates who apply for each position.
- The number of candidates qualified by post – among these candidates, this indicates how really qualified for the position are.
- The hiring time – time between the first contact and the acceptance of a position.
- The time required to provide a position – generally, the time between the publication of a job offer and the occupation of a vacant position.
- The cost per hiring – costs / number of hires (typical costs include advertising, staff costs, system costs).
If you implement theInbound recruiting successfullywe expect all the measures above run in Your favor, in particular those relating to timegiven your braid of ready -to -use talents!
