By Daniel Doan

Inbound marketing is all about building a relationship with prospects before they make a purchase. So what is inbound recruitment?

Like inbound marketing, inbound recruitment relies on attracting candidates with blog posts, social media, videos, and webinars. Potential future employees can learn about your brand from this content before a position even opens.

Once there’s a job that’s a good fit, engaged candidates that already know about your company apply for positions. Find out how this recruiting strategy combines the best marketing principles and recruiting methods to help attract top talent.

Table of Contents

• What is inbound recruitment?
• Inbound Recruiting vs. Outbound Recruiting
• The Benefits of Inbound Recruiting
• How to Get Started With Inbound Recruiting
• Inbound Recruiting Best Practices

What is inbound recruitment?

Inbound recruiting is a mix of recruitment marketing and employer branding. The methodology involves building your employer’s brand to boost its appeal to potential applicants.

This type of recruiting helps increase your chances of attracting top job seekers to your organization while increasing the number of applications.

Inbound recruiting involves four critical steps:

• Attracting and sourcing top industry talent using content marketing, Search Engine Optimization (SEO), and social media.
• Converting the talent into applicants.
• Hiring the right candidate.
• Regularly engaging with the applicants and motivating them.

Companies like Beamery have already been using the process to attract the right talent, enhance the candidate’s experience, and promote the brand.

Inbound Recruiting vs. Outbound Recruiting

Inbound and outbound recruiting are typically used together when companies search for talent. These two methodologies offer distinct approaches that go hand-in-hand. Here are the big differences you need to know.

Different Candidate Journey Stages

Inbound recruiting is a passive approach that relies on talent finding your business or an open position. The methodology prioritizes employer branding, and recruitment marketing efforts in hopes talent will apply for vacancies.

The stages of the candidate journey are awareness, consideration, and interest.

Outbound recruiting is a proactive approach to talent acquisition. Instead of waiting for candidates to find you, you go out and find them. The goal is to find talent, jump into the application stage, and offer a job.

Duration

Inbound recruiting is a long-term solution that will help advance your hiring strategy.

This strategy aims to create an employer brand that grows a pool of talented applicants. While inbound recruiting requires time, the quality and cost of hiring improve dramatically.

Outbound recruiting is a short-term hiring resolution because you only need it when the need arises. The strategy makes it easy and fast to bring in a new hire.

Perspective on Pain Points

Inbound marketing helps customers figure out their pain points by reading relevant content.

Some recruitment pain points include a bad cultural fit or a lower-than-desired salary. Candidates discover a pain point by reading your blog, employee testimonials, and company news.

Outbound recruiting allows the recruiter to find …read more

Source:: HubSpot Blog

Author: Aaron