The Inbound Recruiting Methodology
Traditional Recruiting
Traditional Recruiting is often reactive: a vacancy appears, and the company starts the process. Each process begins from scratch: the job offer is drafted, published, candidates are received, filtered, etc. Without a cultivated talent pool, without a prior relationship with candidates, and without a system that ensures the right talent arrives sooner.
These are the two main strategies companies use:
- Posting job offers on job boards and hoping for good applications
- Cold-contacting candidates via LinkedIn or phone
Inbound Recruiting
The best companies are not content to sit and wait for the ideal candidate, and they know that person won’t come from a job board. With Inbound Recruiting:
- They attract the right talent
- They convert candidates more effectively
- They hire them more quickly
- Above all, they delight them throughout the entire process
Inbound Recruiting is a methodology for building a constant flow of qualified candidates, even when you don’t have open vacancies.
Attract the best talent
It involves attracting traffic (talent) to your career page and job postings. But not just any talent—the right talent, the one that will be the best choice in the future. That is, your ideal candidate: you will direct all your recruitment efforts towards them.
Create easy-to-find content that provides value and communicates what it’s like to work at your company, to attract the perfect candidates.
Employer Branding
Just as you care about how potential customers perceive your company, you should consider the image you project to the labor market.
To develop your Employer Branding strategy, you must define your ideal candidate, your company culture, and an Employee Value Proposition that meets the needs of the people you want to hire, and then promote it to attract the right talent.
Careers page
Inbound Recruiting starts with your website’s careers page, leveraging your own talent attraction channels. Just as you have a website to sell your product, you need a careers page to sell your project to the ideal candidate.
Your careers page will be the heart of your recruitment. It should convey what it’s like to work at your company, the values that define you, positive team testimonials, photos, videos, and everything else needed to convince people that applying to your vacancies is the best decision they could make.
Social media
People spend most of their time on social media. Share relevant content and information about what it’s like to work at your company and your job openings on social media.
Connect with potentially interested individuals and humanize your brand. Perhaps your ideal candidate is already among your followers!
Multichannel dissemination
Posting on a single job board is not enough; take advantage of other specific employment channels. Job aggregators, niche portals, and universities help you reach many more candidates than traditional boards. Use them to make your job offers go viral.
Convert the best profiles
Once you have attracted the right talent to your job offers, the next step is to convert these visits into actual applications. To achieve this, you need to convince them and make it easy for them to apply for your positions.
Some of the tools to convert visits into applications are:
Job postings
When someone lands on your job posting, they need to find an attractive page with the right information to convince them to join your selection process. Complement this information with images and videos that showcase life at your company even better.
Forms
48% of people intending to apply for a job drop out due to complicated ATS forms (data from Potentialpark). It is essential to make it easy for them. Include forms that are quick and simple to fill out, with options to use social media for registration.
Mobile
44% of talent applies for jobs via mobile (Glassdoor). Keep these individuals in the application process with responsive job postings and forms that can be completed on mobile. If someone is looking for work via smartphone, you need to make it as quick and easy as possible for them to apply.
Speculative applications
Converting is not just about applying for active vacancies. It is also about providing a space for people interested in your company to leave their details, even if there is no current opening for them. A simple speculative application form allows you to grow your talent pool, segment it, and engage candidates before you need them. This way, when a vacancy arises, you don’t start from scratch.
Hire the most qualified talent
Once you have attracted the best talent and converted them into applicants, you need to close the selection process and turn the best people into employees. That is, hire them. Build a process that allows for rapid candidate management and constant, personalized communication with them.
How can you achieve this? A recruitment software will help you automate this entire part so that you can focus on what truly adds value.
To close candidates, we propose the following tools:
Talent Relationship Management
A TRM allows you to manage all selection processes in one place to screen and contact people faster. Candidates are like customers. They are interested in working with you the moment they apply for your job. If you contact them a week later, they may no longer be available.
Automated response emails
Send personalized messages to all interested individuals, informing them of their progress in the selection process. This ensures they keep you in mind and have a positive experience with you, your company, and your recruitment processes.
Talent pool
Search through all the talent you have attracted in your database using filters and keywords to find the profiles you need at any given time. A new vacancy doesn’t mean starting over: you already have people who want to work at your company waiting for new opportunities; you just need to reach out to them.
Reports
How do you know which channels attract the best candidates or the people you have hired? Analyze the success of your recruitment actions and talent acquisition channels to determine which areas need optimization for better future results and which ones you should strengthen because they are yielding high-quality candidates.
Retaining employees
Build loyalty with all candidates at every stage of the selection process so they promote your company for you. If someone has had an excellent experience throughout the selection process, even if you don’t hire them, they will become a loyal advocate for your company.
The tools to achieve this are:
Candidate experience
Treat people throughout the entire process as if they were already employees of the company; this ensures that both those who are not selected and those you hire will recommend you and refer others.
Referrals
It is well known that referrals are an excellent source of talent. For this talent to flow, your employees must be aware of available vacancies and have a very easy way to share these opportunities with their contacts. Create a referral plan to ensure a constant flow of qualified candidates.
Surveys
Knowing the opinions of both your current employees and those who have participated in your selection processes will help you improve your recruitment procedures and, consequently, attract and engage the right talent.
Inbound Recruiting is about using your employer brand to attract potential talent to your company, instead of fighting for their attention. By sharing easy-to-find and valuable content for these individuals and communicating what it’s like to work at your company and your values, you will create a machine for attracting qualified people to your job offers.
Key aspects when developing your Inbound recruiting strategy
The ATS that turns Inbound Recruiting into results
No matter the sector or size of your organization: any company that wants to transform its selection process into a more human, transparent, and strategic experience—and, at the same time, address major HR challenges like attracting, convincing, and retaining talent—can benefit from Inbound Recruiting.
Lacking candidates? Attract them!
- Visibility
- Multiposting
If your vacancies are not reaching enough candidates, Inbound Recruiting will help you increase the reach of your employer brand and your job offers. With our ATS, you strengthen your own attraction channels to gain visibility and interest without depending exclusively on external paid job boards.
Endless screening? Filter them!
- Smart screening
- Time saving
If you receive hundreds of applicants but few are a good fit, the problem is not the quantity: it is the filter. Inbound Recruiting allows you to attract profiles more aligned with the role and your company culture. Our software drastically reduces screening time, improving the quality of interviews from the first contact.
Is your brand failing to connect? Engage them!
- Careers page
- Employer branding
Inbound Recruiting is the key tool to boost your employer brand. It allows you to improve the relationship with candidates from the initial stages of attraction and selection. Without a solid strategy supported by the right technology, that first impression can become a disaster for your reputation.
Losing talent along the way? Retain them!
- Candidate journey
- Automated feedback
If your process generates complaints (silence, lack of clarity, endless steps, or lack of follow-up), Inbound Recruiting helps you design a more transparent, approachable, and human candidate journey: clear critical moments, timely communication, and an experience that truly represents your company’s values.
