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Recruiting strategy

The Key to Inbound Recruitment: Attracting Talent Through Engagement

Learn the differences from traditional recruiting, strategies for proactive engagement, and how to build a strong ATS. Master the stages of attracting, converting, hiring, and engaging candidates to enhance your employer brand and secure a competitive edge.

8/7/2024
5min

Table of contents

Inbound recruiting applies marketing principles to HR. Instead of reaching out to potential candidates directly (outbound), you attract them to your organization through various actions.

What is inbound recruiting?

Inbound recruiting is a recruiting technique or methodology that seeks to make the applicant interested in joining the company, since it presents an interesting, attractive and different scenario for candidates.

This implies shortening the process time and improving its effectiveness.

This type of methodology prioritizes the search for the most suitable talent for a job vacancy.

And involves using specialized media where the candidate who wants to be part of the company is found, which tends to be digital: it is not for nothing that a study conducted by PageGroup in 2023 showed that 44% of Mexicans get jobs on social networks.

In addition, the focus is to be able to fall in love or seduce the candidate, in order to capture their attention (even if they are not looking for a job), which means the creation of a brand image that “employs” that is solid and carefully worked by the human resources area.

Differences with traditional recruiting

The arrival of inbound recruiting changed the axis of traditional recruitment methodologies, such as outbound recruiting. Here are some important differences:

  • Proactive vs reactive approach: inbound recruiting focuses on being proactive in generating content that is useful and interesting for potential candidates and thus attracting them, while outbound recruiting involves an active search for candidates to fill vacancies, which involves publishing job offers and reviewing database.
  • Person vs. company focus: While outbound recruiting tends to put the company at the center, in inbound recruiting the person is at the center and the recruiting experience is designed to meet the interests and needs of the candidates.
  • Medium/long term vs. short term: Inbound recruiting seeks to generate medium and long term relationships based on a high level of work commitment, while outbound recruiting, as its objective is to fill vacancies quickly, does not necessarily focus on generating medium and long term links.
  • Communication focus: While inbound recruiting makes use of social networks with different strategies, its own employment pages, referral programs, email personalization and the use of audiovisual resources in a close way, for example, outbound recruiting resorts mainly to job portals and job boards. Recruiting, as its objective is to fill vacancies quickly, does not necessarily focus on generating medium and long term links.
  • Positioning of employer branding: One of the main focuses of inbound recruiting is to make the company appear as an attractive place to work; on the other hand, the outbound method may only echo the general reputation of the company in the market.

Why Inbound Recruiting Matters:

  • Proactive Talent Acquisition: Instead of waiting for a vacancy, continuously build a talent pool.
  • It attracts applicants committed to the brand.
  • It attracts candidates from different areas, which broadens the focus.
  • Competitive Advantage: In today’s job market, the battle is for the best talent. A proactive approach helps you stay ahead.
  • Long-Term Engagement: Cultivates a pipeline of interested candidates who can be engaged and converted when needed.
  • The candidate experience is positive compared to traditional methodologies.
  • It helps the image that candidates have of the company.
  • It increases the success rate of the hiring process.

1. Recruiting on Job Boards

Job boards are a fundamental tool for inbound recruiting. By posting detailed and attractive job listings on platforms like LinkedIn, Indeed, and specialized job boards, you can draw in a large number of applicants. Ensure your job postings are well-crafted, clearly outlining the responsibilities, requirements, and benefits of the position to attract the right candidates.

It's also essential to give as much context as possible about the company culture, benefits, rituals and integrate interviews or articles.

2. Building a Strong ATS

Unlike traditional methods where you recruit for a specific role when needed, creating an ATS allows you to maintain a pool of potential candidates. This proactive approach ensures you always have a list of qualified candidates ready, significantly speeding up the recruitment process when a new position opens.

Advantages of a ATS:

  • Speed: When a vacancy arises, you can quickly find suitable candidates from your database.
  • Cost Efficiency: Reduces the need for frequent job board postings and extensive interview processes.
  • Quality: Allows you to identify and nurture rare skills over time, ensuring a perfect fit.
  • Compatibility: Reduces the risk of mismatches between the new hire and the role.

Here are the 10 best ATS on the recruitment market.

3. Attracting Potential Candidates

Building a strong CV database starts with attracting potential candidates. This is more than just posting job ads; it involves establishing a strong employer brand that makes candidates want to engage with your company. Here’s how to do it:

  • Enhance Your Employer Brand: Candidates often evaluate a company’s reputation, work environment, employee feedback, and average salaries before applying. A strong employer brand can significantly boost your attractiveness.
  • Continuous Engagement: Use job postings not just to fill immediate vacancies but to attract ongoing interest. Even if there are no current openings, a compelling employer brand can encourage candidates to express interest for future opportunities.

Stages of an inbound recruiting strategy

There are 4 phases or stages of an inbound recruiting strategy, take note:

Attract

This stage seeks to attract traffic to your job page and to the job offers you have; and, clearly, a quality traffic composed of your candidate person, because that is where the effort is focused.

It is recommended to generate content that provides value and makes clear what it means to work in your company and thus attract the attention of the candidates you are looking for.

This can be done through the corporate page or employment page, social networks, external channels and more.

Convert

If the right candidates have reached you, it’s time to turn this into a conversion, for example, that they apply for one of your vacancies through the digital tools that you consider most suitable, such as an attractive and clear digital job offer, forms, use of responsive mobile tools, etc.

Hire

You already have the candidates, some of them applied and it is time to hire. In this phase the selection process is closed and you reach those who will finally work in the organization.

This must be achieved with a quick management of the candidacy and a constant and personalized communication.

Having an IT platform for recruitment such as Talent Relationship Management, automated emails to respond, review of the database that already contains talents and analysis of the information and the results of the recruitment process.

Engage

This is not the final stage of the process, but rather something that must occur in each part of the process, and take into account that all candidates (whether they are finally hired or not) can be great promoters of your company.

You can achieve this by constantly taking care of the candidates’ experience, having a referral program for current employees to refer candidates, conducting surveys to find out what your company’s employees and those who have participated in the company’s selection processes think of your company, for example.

Consider also performing an analysis of the inbound recruiting strategy on an ongoing basis to detect possible failures, find the successes and thus adjust the talent recruitment strategy based on the results.

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