Content creationCreate specific content for your candidates that shows what it’s like to work at your company and everything you can offer them to improve their careers. Publish it on the career page of your website and share it extensively across your social networks.
95% of candidates say that their first experience with a company is through a visit to their career page (Bernard Hodes Group)
Multichannel postingYour potential candidates move in many different environments, both online and offline. Make sure to share your job offers and content at the places where your potential candidates are, on the channels where they prefer to interact with you.
79% of candidates look for jobs on social networks (Glassdoor)
Personalized answersNot everything is attracting, you must also keep your candidates interested at all times and treat them as if they were customers. Creating a flow of continuous communication with personalized emails that inform them of the process is the way to establish and look after your relationship with them.
79% of candidates feel frustrated when they don’t receive information after applying for a job offer (Potentialpark)
Candidate databaseThe Inbound methodology is the most effective way of building a database with a large number of qualified candidates who have come to you and shown interest in working at your company. Never again will you begin a selection process with zero candidates.
85% of candidates are open to a change in employment. (LinkedIn)
IntegrationFocus on what adds value, such as creating the right content, sharing it in the right place and finding the right candidate. The creation and promotion of content and job offers, the management of processes and candidates, and the analysis tools, all in one place, integrated and centralized.