For your recruitment, switch to inbound recruiting

As a result, we are faced with a new reality: we can no longer simply make an offer to potential candidates. They make their own decision to come to your company, because they are convinced that you will make a good employer. That's what inbound recruiting is all about, the new recruitment standard that you need to align yourself with.

Some figures first

Before going any further, we have to give you some facts about why inbound recruiting is so important.

• Today, 79% of candidates first learn about a given company before applying and 46% of them use the company's career website (according to Forbes);
• The same proportion of candidates remain passive in their job search. They monitor the market and only apply when a position or company really interests them (LinkedIn);
• 69% of respondents refuse to work for a company with a bad reputation as an employer (Glassdoor);
• Companies that have already switched to inbound recruiting have a strong corporate brand. They were able to cut their recruiting expenses in half and their turnover rate is only 28% (Eda Gultekin study)

What is inbound recruiting ?

Inbound recruiting is inspired by inbound marketing. This process involves attracting a candidate to the company by creating quality content and maintaining the company's employer brand.

The first thing to do is to catch the attention of a potential candidate by presenting all of the company's values and strengths and by letting them know why the company is worthy of their interest. While doing their research, candidates will think, "oh, it would be nice to work for this company". They will then make an unsolicited application or be ready to apply as soon as a job offer appears.

Inbound recruiting:

• Guides candidates when they are not yet ready to apply and provides them with useful and relevant information;
• Promotes the company, the quality of its management and all the opportunities it offers;
• Allows you to answer all the questions a candidate may have, even before your offer is posted;
• Allows you to get to know the candidate and to adapt your recruitment strategy depending on isolated talents;
• Promotes the development of a community of candidates around the company, thus facilitating the dissemination of recruitment information.

4 reasons to switch to inbound recruiting

Some companies believe they can do without inbound recruiting because they never faced a shortage of talent. However, this new recruitment strategy has considerable advantages.

1.Be heard/followed by potential candidates

You don't just recruit with inbound recruiting - you recruit the best. The constant flow of information is focused enough to target the right type of candidates. This means that not much effort is spent on attracting talent. The company is already attractive enough to attract talent.

2.Save time

The recruitment process doesn't take as long as it used to when the employer brand is already established and all the information is available to the candidate. The only thing the company has to do is select the talent that aligns best with its own values.