Inbound Recruiting definition
The overall goal of inbound recruiting strategies is to create a strong employer brand that will attract candidates to the business, rather than you having to seek out workers. While this may take some time, it can often be an incredibly rewarding endeavour overall, which is why it’s often well worth considering.
These types of recruiting systems function in opposite ways, with a focus on opposing philosophies. Each has its own tactics and approaches, even though they both share the same aim: hiring top-quality staff. Inbound recruiting strategies will need to attract, lead and secure interest from potential candidates via awareness, consideration and interest, whereas outbound gets straight to the point, meeting at the application stage and laying out the job opening and offer from the start.
You can make use of a whole host of methods and tools when making the best hiring decisions for your business, but let’s take a look at a few right here.
What is the difference between Inbound and Outbound recruiting?
When talking about inbound recruitment, you can’t overlook outbound recruiting strategies, since both of these have their uses. For those who are interested, here’s a quick overview of inbound vs outbound recruiting:
- In inbound recruiting strategies, potential employees will come to you, whereas in outbound recruiting, you’ll have to search for workers
- The goal of inbound recruiting is to attract candidates; outbound strategies focus on searching for and contacting prospects
- Generally, inbound recruiting is ideal for long-term strategies. Outbound recruiting is best for short-term needs
- Elements of both inbound and outbound recruiting can include searching via social media to reach a bigger, more varied audience (depending on the methods you use)
It’s worth considering that inbound and outbound recruiting strategies are long and short-term solutions respectively, so this should have some influence over how and when you use them.
As it stands, many companies prefer outbound recruiting, but the changing face of the workforce is certainly gearing more toward inbound endeavours as the years go by.
Three tips for building an Inbound Recruiting Strategy
Thanks to the benefits of inbound recruiting, many businesses use it to their advantage. Interested in creating your own strategy? Here are just a few things that we think you’ll want to keep in mind if you’re trying to figure out how to do inbound recruiting:
Most will find that it will take some time to see results, so don’t give up too early. Since it’s a long-term strategy, you’ll often need to wait before you can reap the rewards of your efforts. There are generally a few key factors in these strategies, with brand awareness and employee interest being some of the most important.
Look into some of the different tools and services that are out there. There are simply so many apps that can be beneficial to a business, such as time trackers. It can be a worthwhile idea to consider methods of promotion too, and recruiting employee brand ambassadors is a fantastic example, Studies show that having a trusted face promoting a product or service increases its reputability and selecting someone who is influential in the workforce can promote a positive attitude throughout your staff. You can see examples of how well influencers can function in many different aspects of business via social media, so why not use your own to enhance your marketing efforts?
The importance of Inbound Recruiting
The aim of these kinds of strategies is to grow the talent pools your company needs, so that high-quality talent is always on hand should you want to hire anyone new. Maintaining a steady potential employee base can be worthwhile, but there will be times when only outbound recruiting will work best. For your inbound requirements, it can be important to promote yourself in a way that makes potential employees want to work with you – and as the hiring environment is evolving, it may be worth thinking about upgrading your current setup.
Writing attractive job descriptions will be a great step to take, so be sure to do your research when writing attention-grabbing job listings that will pack a punch. The next thing to think about is getting your brand out there – and this should be an essential focus.
Get to grips with the preferred social media of your demographic and improve and maintain your presence. Highlighting your company culture can vastly improve the quality of the candidates that will want to work with you; especially in a climate where ethics and equality are extremely important. When you define who you want to work with and showcase how you can better work with those whose views align with yours, the better the talent seeking you out will be.
Consider an overhaul for your blog (or start one if you don’t have one established), and the online content that introduces your team, as each of these things can compel the right people to get on board.
Overall, it’s important to consider the fact that the method that best suits your business’ needs will often vary based on a variety of factors. While there are many advantages to inbound recruiting strategies, you need to know what it is that the company needs before making any listings to reach the best-fitting talent.
With everything that inbound recruitment has to offer, it’s not hard to see why it can be important for a wide range of established businesses to make some necessary changes to increase their chances of growing a fantastic talent pool. After all, it’s likely that your competitors will be doing just that, and you could be missing out as a result. Your recruiting strategies are in your control, so don’t hesitate to get your company out there now – it’ll certainly be worthwhile to get in early. You’ll be reaping the rewards before you know it.
