Can we talk about Inbound Recruiting?
Whether you’re a five-person start-up or a Fortune 500 organization, you know that talent is top priority. The success of your business is directly linked to the ability to hire great people. With the arrival of internet 2.0, candidates’ behaviours have changed, and Millennial workforce re-wrote the rules of employment as we knew them. Let’s see how Inbound recruiting brought the solution.
Companies don’t pick talent anymore. We, candidates, pick them!
It’s now a candidate’s marketplace. Talent has access to information, more paths to explore job opportunities, and can interact, like, comment or share information!
These changes required a new approach to talent acquisition. Companies needed to understand how professionals make career decisions and find opportunities to engage them throughout their candidate journey. To succeed, they adopted real inbound recruiting and communication strategy.
Big Data in recruitment? Really?
As any marketing strategy would, an inbound recruiting strategy begins with an in-depth market analysis :
- competitor environment.
- target segment demographics.
- brand positioning.
The exercise is made simpler thanks to new direct sourcing tools as well as social networks, where recruiters can access and utilize an exhaustive database.
They are able to create a pipeline of candidates and sort them by skills / location / competitors / experience, etc. and contact them directly with personalized content, for each step of the candidate journey. Recruiters can now contact “passive” candidates, people who are already working and aren’t necessarily looking for a new role.
Did you know that passive candidates represent 75% of LinkedIn’s member base?
versus 25% that are actively seeking employment. Both active and passive candidates spend a lot of time online on their phone at work or at home. These new behaviors and technologies make things easier for recruiters. Getting in touch with candidates has never been so quick or so easy, and it can be done regardless of geographical constraints.Recruiters will also be able to take advantage CRM and analytic tools that will help them improve their ROI and their conversion rates (from candidate to hire).
And Networking ?
More traditional methods of recruitment, such as cooptation, have also gone through a similar overhaul. Recruiters can now use their network and that of their peers and colleagues to work on their communication and its viral potential, so as to improve their visibility and that of their company in a specific industry or sector.
In this war for talent, communication is therefore a key element for inbound recruiting. Companies now have access to these tools that will allow them to put the right content in front of the right people, before they even become candidates for open roles.
I’ve Heard that Google’s Dublin Office is amazing!
By using employer branding to attract and retain talent, companies can aim to stay competitive in a market that is becoming more and more complex (IT, Development, Sales, or Digital profiles, for example, are scarce).
To set themselves apart, organizations will expound on their employer identity, their so-called “DNA”, which is made up of their internal image (role types, employees, offices, office parties) and their mission and values. Mediums for communication include video, photos, or employee endorsement.
According to the “LinkedIn global recruiting trends of 2017“, a candidate who knows the culture and values of a company before applying to a role will stay there longer.
And now ? What’s my job then ?
These new tendencies and new tools have transformed the recruitment landscape. Recruiters must now be effective communicators, convincing sales people, and creative marketers!