Inbound Recruiting: recruitment through attractiveness

Imagine a world where The best talents come to you of their own free will. All this thanks to a method called inbound recruiting in which each step is a finely developed strategy for Convert the passive candidate into a committed and loyal employee.

Much more than a simple recruitment approach, this Revolutionize sourcing and positioning your company in the minds of potential candidates. In fact, every blog content, every social media post, every page on your career site becomes a powerful lever to attracting new candidates.

Words like “employer brand,” “persona,” and “qualified candidate” aren't just thrown into a marketing mix, they're integrated into a multi-level strategy that not only aims to create a talent pool but also to preserve it and make it bear fruit.

But how do you set up this revolutionary recruitment mechanism, and above all, how do you use it to not only attract but also retain these talents in a constantly changing job market? Discover theInbound Recruiting, a new way of thinking about recruiting and retaining talent.

1 - Deciphering inbound recruiting

1.1 - Crucial differentiation: inbound vs outbound

Outbound recruiting is a more traditional method of recruitment, where the recruiter will be actively looking for New talents, via Sourcing or job ads for example.

On the other hand, inbound recruiting is above all a strategy where candidates come to you.

The term “inbound” echoes the world of marketing, and for good reason, this approach borrows many of his techniques. But here, the product, it is theventure itself, or more precisely, its image as an employer brand to attract candidates through the relevance of its content and its authenticity. We then talk aboutattract, convert, recruit and build loyalty talent by making it enter a well-defined tunnel.

1.2 - Capital importance of the employer brand

Today's employees are looking for much more than a job. They are looking for a environment, of values, a experiment. Creating a true employer brand will make your company the best possible choice for candidates.

For more information, see our article: develop your employer brand or our guide made with nearly 69 experts in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

The aim is to highlight the strengths of the organization and to communicate them effectively using various channels, such as the career site, the corporate blog, or even social networks.

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2 - The inbound recruiting methodology

2.1 - Define your goals

Structuring an inbound recruiting campaign involves a thorough understanding of your goals. Ask yourself: what can our company, regardless of its sector, give to the candidate, and not only receive? THEpurpose must be clear, tangible and above all, genuinely aligned with your organization's values.

2.2 - Definition and use of the “candidate persona”

The “Candidate Persona” is a detailed profile, an outline of skills, motivations, and features of the ideal candidate. This concept makes it possible to precisely target your recruitment actions.

They are not simply potential “customers” for a position; these people are the future architects of the development of your business. La knowledge of your target will allow you to structure a clever, interesting and relevant campaign that really speaks to them.

2.3 - The candidate conversion tunnel

Now that you know your goals and your ideal candidate, imagine a tunnel where each step is a opportunity to offer the candidate an enriching and rewarding experience.

The process starts with the candidate's first interaction with your company.E and extends well beyond the first day in the company. At each stage, first click On your Job offer Up tomainstreaming within your company, the candidate goes from a simple visit to an effective and rewarding collaboration.

2.4 - Attracting talent

In a context of e-recruitment, the techniques of Content Marketing are a real key in the recruitment service. Why? Simply because candidates often search for a job for the first time via Google.

Content marketing then becomes a powerful tool, capable of highlighting unique advantages what your business offers. Build a solid foundation by building quality content that highlights the salient and unique aspects of your corporate culture. Here, the important thing is not to sell, but to sharingR, of testifying experience within your organization.

Internal communication, when shared, becomes an open window into your professional world in the eyes of the potential candidate. From blog posts to LinkedIn posts, every piece of content should reflect values and opportunities that make you unique.

The Yuzu Solution

You can also Innovate the way you recruit by gamifying your candidate experience with the solution Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

Thanks to us, talents are immersed in scenarios developed with the latest technologies of Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Revolutionize your candidate experience with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment. It is also a tool to help you recruiting without a CV.

All these elements, and many others, constitute a rich reservoir of information for your future candidates, while strengthening your positioning as aemployer of choice.

2.5 - Commitment and Conversion:

Engaging means create a relationship, a dialogue. Through your web resources, such as an attractive career page, or a site rich in relevant information, maintain a constant link with your visitors.

It's about supporting candidates throughout the process to convince them that your company is the right choice. Engagement mechanisms and nurturing techniques are your allies for Convert a candidate interested in an employee.

2.6 - Onboarding and Retention

THEOnboarding is a crucial period, when the new employee takes his first steps in the company. One careful and structured integration is an integral part of inbound recruiting, thus solidifying positive first impressions of how you recruit.

La Loyalty is based on a constant maintenance of the employer-employee relationship, an active response to their needs and aspirations.

2.7 - Performance measurement and analysis

Evaluating your strategy should be a continuous process, integrated and thoughtful. Measuring and analyzing the performance of your campaign is fundamental to ensure that your actions remain in line with your goals.

Be prepared to adjust the shot along the way. Inbound recruiting is an organic, human strategy that must be able to adapt to feedback and with intermediate results.

What metrics should you focus on? The traffic on your offers is an indicator, but the interaction is much more meaningful. How many visitors take action, such as applying or subscribing to a newsletter? And of these, how many actually go into your recruitment process?

Inbound recruiting is not a magic formula, but a clever strategy that, when executed well, will not only allow you toto reach but also to be reached by the talents you want so much.

Since recruiting is a human job and for people, your recruitment strategy must reflect its multiple facets. Take the time to do it with care, respect, and authenticity. Inbound recruiting is a Posture that places the human, in all its complexity and richness, at the heart of the process.

3 - Common obstacles

The implementation of an inbound recruiting strategy, despite its great potential, is not without pitfalls.

3.1 - Choice and control of the tool

Having access to the right tool is beneficial; knowing how to use it to its full potential is even better. Les application management tools, HR marketing or CRM are foundations in your inbound strategy. However, they require a thorough understanding to extract all the quintessence.

3.2 - Competition in the sector

Although your employer brand may stand out, talent is fleeting and competing offers, sometimes very attractive. Cultivating uniqueness is therefore essential; your content should not only appeal but also surpass in quality and in relevance what candidates can find elsewhere.

3.3 - Define and reach the right target

Numerous recruitment campaigns Fail in obtaining the idealized profile! Misinterpreting data or inaccurate targeting could undermine your efforts. For more details, see our guide to Succeed in your recruitment campaign.

To remember:

The subject of inbound recruiting allows us to rethink the way in which we should attracting and engaging talent. You don't just have to find candidates; you need to inspire candidates to come to your company voluntarily, driven by genuine interest.

It is a real method for generate candidate leads using targeted strategies, where knowing your candidate is essential.

Based on various facets, attracting, engaging, engaging, converting, recruiting and retaining talent. Inbound recruiting is proving to be crucial in building a strategy to fill positions, but also to build a pool of quality talent.

It's a practice that can be difficult at first, but with good practices, every obstacle can become an opportunity for learning and continuous improvement.