- Inbound Recruiting seeks to humanize selection processes, placing the candidate at the center at all times.
- Industry giants such as LinkedIn and companies such as Adecco, CPM, and Caprabo have already expressed interest in the system created by Spanish company Talent Clue.
- Since its launch in late 2016, related content that can be found with a simple Google search has skyrocketed.
Endless selection processes, zero communication between companies and candidates, and outdated job sites full of endless forms. This is the sad reality that one got used to when looking for a job. So much so that 43%1 of candidates say they would rather be rejected than receive no information about the process.
Aware that the world had changed and that processes from the last century could not be maintained in the digital age, Talent Clue, a company specializing in software development for recruitment and selection departments, launched the Inbound Recruiting methodology at the end of 2016. This methodology represents a shift away from traditional recruitment methods and keeps the job seeker at the center of the process at all times.
“Nowadays, it is the candidate who has the power thanks to the Internet. They read reviews about the company, check out its website, or contact employees to ask them about their experience. Ignoring this situation is a very costly mistake for companies,” says Ana Izquierdo, CEO of Talent Clue, who considers digital transformation essential to respond to this new reality.
The solution proposed by Inbound Recruiting in the face of this new reality is simple: since the candidate now has the final say, let’s start treating them as such, refining the tools companies use to attract and convince them. In short, turning traditional hiring processes on their head.
A necessary evolution in the digital age
The data supports this change; in fact, it makes it essential. Thus, 73%2 of candidates begin their job search on Google, while 95%3 acknowledge that their first contact with companies occurs in the employment section of their websites. But there’s more: 4 out of 5 candidates4 withdraw from job offers before completing their registration.
In the words of Toni Gimeno, CMO of Talent Clue, this is simply a reflection of what is happening in other sectors: “Companies must adapt to this reality if they want to continue attracting talent. Candidates read Amazon reviews before buying and choose their vacation hotel based on Tripadvisor reviews. Why wouldn’t they do the same when looking for a job?”
All of this thinking seems to have had a profound impact on the human resources sector, where interest in inbound recruiting has skyrocketed in recent months. The best example of this is the recent interest shown by LinkedIn, the professional social network par excellence, acquired last summer by Microsoft.
Striving for excellence in Inbound Recruiting
When it comes to implementing Inbound Recruiting, one of the best-suited solutions is the one proposed by Talent Clue. Their software was created in 2013 with the aim of bringing order to the chaos that existed in HR departments. “Many recruiters were buried under mountains of resumes and organizing themselves with Excel spreadsheets. Our starting point was to put an end to this mess,” says Izquierdo.
Once the necessary tools to remedy this problem had been developed, they realized how difficult it was for companies to attract candidates from certain sectors, such as technology. Since then, they have added a multitude of features aimed at helping companies attract the best talent, taking into account the new power relationship that has been established with candidates.
The positive reception of Inbound Recruiting also seems to be reflected in the figures from Talent Clue, which currently has hundreds of clients, including companies such as Volkswagen Group Retail Spain and Condis. Furthermore, in 2016 it exceeded the barrier of one million euros in turnover.
In short, it seems that Inbound Recruiting is here to stay, and more and more companies are starting to implement it with excellent results. On the other hand, candidates begin to feel valued and listened to by Human Resources managers, which is essential in the digital age.
1 According to data from the human resources consultancy Potentialpark.
2 Data provided by the CareerBuilder job website.
3 According to data from Montage Talent, a service provider for HR departments.
4 Data from Montage Talent.