Inbound recruiting: how to attract, convert and engage talent

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Inbound recruiting: how to attract, convert and engage talent

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A common practice among companies is inbound marketing, a recent method that helps to attract and retain customers. Now, HR is using the same reasoning in recruiting and selecting talent, increasing the possibility of more successful hires.

In this post, we will explain what inbound recruiting is, how it can help your organization and what it consists of. To know him, keep reading this post!

What is inbound recruiting?

Inbound recruiting is a way to create a relationship with professionals, using techniques used by marketing and being able to bring together a group really interested in working at the company.

Within inbound recruiting, the organization builds a relationship with these people, making them potential candidates to work for the company.

How inbound recruiting works

To better explain how inbound recruiting works, we can take into account inbound marketing, where the technique originates from.

Within inbound marketing, companies start by capturing leads – contacts of people who may be potential customers.

Through these leads, the company begins to send content of interest such as articles and e-books. In this way, it is able to capture other interesting information that helps to segment this audience.

Thus, a relationship of trust is established, making the consumer more likely to buy from that supplier. In addition, the company will understand what this consumer needs and offer the right product at the right time.

Inbound recruiting works in the same way, but in this case leads are captured on job sites, social networks, colleges and other contact points of professionals who can adapt to the profile the organization is looking for.

Thus, the nutrition process is carried out. In this step, the company prepares candidates to really apply for a vacancy, providing information that guides the candidate's journey and increases the conversion rate, increasing the likelihood of a successful hiring.

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Benefits of inbound recruiting

One of the great strengths of inbound recruiting is the possibility of relating to thousands of candidates at the same time. However, with customized content, companies are able to engage with each other.

In addition, companies can actively search for the types of professional profile that they think are most suitable for the organization, making an active recruitment.

In this recruitment model, the corporation comes into direct contact with employees, nurturing a relationship and preparing this professional to work in that company.

Inbound recruiting also impacts the employer brand. Many professionals leave the selection processes with a bad experience, which affects the image of the organization in a very negative way.

With the information collected by the inbound, it is possible to understand the needs of the market and align them with the benefits of your corporation. This helps to make the recruitment process more engaging and interesting.

Hiring funnel structure

The hiring funnel consists of four phases: attraction, conversion, hiring and engagement. Better understand how each stage works.

1. Attraction

In the attraction phase, you will drive traffic to your careers page. To do this, produce interesting content that draws the attention of the type of people you want to work for your company.

This content must be easy to find and add value to the public, bringing information that reveals a little about your organization.

Among the means that can be used to attract these people, we can highlight:

  • Vacancies page: many people apply through the vacancies page, also known as “Work with us”. Optimize this page with content about what it's like to work at your company, values ​​and mission, employee testimonials, videos and photos that show all the corporate benefits of the organization;
  • Social networks: social networks are part of people's daily lives. Share relevant information about the corporation in these vehicles, in addition to announcing some vacancies. Try to humanize your brand, developing a strong image and able to stand out;
  • Use multiple channels: increase your company's visibility by publishing content to multiple channels. Do not limit yourself to connected vehicles directly related to the organization. Look for partnerships with university portals and other spaces that increase the reach of your places.

From that moment, people become visitors to your company's blog, being able to walk to the second stage of the funnel.

2. Conversion

Once you’ve managed to attract potential talent, it’s time to convert those visitors into candidates.

To do this, you must convince these professionals to apply for jobs. Make use of forms, pages that can be accessed by cell phone or mobile devices that can direct professionals to the selection processes and allow interaction with them.

3. Hiring

If you managed to attract candidates and make them participate in the recruitment and selection of your company, you need to choose the most suitable ones and close this cycle, making the hiring.

Remember to communicate the status of the process to all participants, which will maintain the relationship. Thus, these professionals can be used for other vacancies.

Set up a talent bank, communicate by e-mail and give feedback to professionals on what points they can improve.

4. Engagement

It is important to keep candidates motivated and involved in the selection process.

This care will be reversed in a positive way for the company, improving employer branding.

The professionals will have an excellent impression of the company and will certainly tell that to their colleagues, improving the reputation of the organization in the job market.

For a good engagement three aspects are worked on:

  1. Candidate experience: making it the best possible;
  2. References: that will ensure that the company always has excellent candidates during the selection process;
  3. Data about professionals: knowing what the talents want will help make the teams more interesting and engaging.

By understanding how inbound recruiting works and how it can help your organization hire the best talent available, you will certainly be able to assemble high performance teams and make your company well regarded in the job market.

What practices do you already use for attracting and selecting talent? Leave a comment in the post and share your experience with us!

Conclusion

HR Consultant UK can help if you have any questions about Inbound recruiting: how to attract, convert and engage talent
. Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy nearest to you.
See you next time!

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