{"id":27916,"date":"2017-01-18T16:27:31","date_gmt":"2017-01-18T16:27:31","guid":{"rendered":"http:\/\/www.zemsania.com\/?p=15526"},"modified":"2022-12-23T11:09:01","modified_gmt":"2022-12-23T11:09:01","slug":"que-es-inbound-recruitment","status":"publish","type":"post","link":"https:\/\/zemsaniaglobalgroup.com\/ca\/que-es-inbound-recruitment\/","title":{"rendered":"Qu\u00e8 \u00e9s l&#039;Inbound Recruitment i com implementar-ho"},"content":{"rendered":"<p>Los procesos de selecci\u00f3n han evolucionado con el cambio de mentalidad de los empleados. Las nuevas tecnolog\u00edas, la posibilidad de estar conectados 24\/7 y las redes sociales han desplazado las metodolog\u00edas de selecci\u00f3n de personal m\u00e1s tradicionales a un segundo plano, dando paso al denominado <strong>Inbound Marketing<\/strong>. Por eso, hoy d\u00eda resulta mucho m\u00e1s efectivo para los equipos de RRHH encandilar al candidato\/a y lograr que sea esa persona quien escoja por voluntad propia su compa\u00f1\u00eda. A\u00f1os atr\u00e1s esta mentalidad era distinta, y se abordaban los procesos de reclutamiento como una metodolog\u00eda unidireccional en la que era el candidato quien quedaba expuesto.<\/p>\n\n\n\n<p>Todos aquellos reclutadores que sigan utilizando m\u00e9todos de selecci\u00f3n de personal tradicionales quedar\u00e1n obsoletos con el tiempo. <strong>El Inbound Recruiting, por lo tanto, es una nueva metodolog\u00eda de selecci\u00f3n de personal que prioriza la b\u00fasqueda de talento a trav\u00e9s de los medios especializados en donde este se encuentra<\/strong>. Adem\u00e1s, el trato que se dispensa a los candidatos busca<strong> enamorarlo con el objetivo de lograr captar su atenci\u00f3n<\/strong>.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">\u00cdndex de continguts<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/que-es-inbound-recruitment\/#El_Inbound_Recruitment_como_fuente_de_talento\" >El Inbound Recruitment como fuente de talento<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/que-es-inbound-recruitment\/#Como_establecer_una_estrategia_de_Inbound_Marketing\" >C\u00f3mo establecer una estrategia de Inbound Marketing<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 class=\"has-ast-global-color-0-color has-text-color wp-block-heading\"><span class=\"ez-toc-section\" id=\"El_Inbound_Recruitment_como_fuente_de_talento\"><\/span>El Inbound Recruitment como fuente de talento<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Los profesionales de recursos humanos que han sabido adaptarse a la nueva realidad saben que <a href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/retos-rrhh-transformacion-digital\/\" target=\"_blank\" rel=\"noopener noreferrer\"><strong>las redes sociales son una de las mejores formas de encontrar el talento<\/strong><\/a> para sus empresas. Atr\u00e1s quedaron las ofertas colgadas en p\u00e1ginas de empleo y la espera pasiva hasta que los candidatos llamasen a la puerta. Esa realidad ha cambiado, ya que los profesionales tienen ciertas inquietudes que van m\u00e1s all\u00e1 de las condiciones econ\u00f3micas que puedan percibir. Algunas de ellas, por ejemplo, son <strong>la motivaci\u00f3n, el sentimiento de pertenencia a un grupo o equipo de \u00e9lite y los denominados intangibles<\/strong> (como el horario o la flexibilidad).<\/p>\n\n\n\n<p>Ante esta situaci\u00f3n, el Inbound Recruitment pretende enamorar al candidato para conseguir atraerlo hacia la empresa mediante las siguientes acciones:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hacer <strong>sentir c\u00f3modo al candidato<\/strong> durante todo el proceso de selecci\u00f3n<\/li>\n\n\n\n<li><strong>Mantener un contacto fluido y una buena relaci\u00f3n<\/strong> con los candidatos, independientemente de que estos fichen o no por la compa\u00f1\u00eda<\/li>\n\n\n\n<li>Es pret\u00e9n <strong>conseguir que sea el candidato quien decida escoger a la empresa<\/strong>, y no al rev\u00e9s<\/li>\n<\/ul>\n\n\n\n<p>Este tipo de t\u00e9cnicas de selecci\u00f3n de RRHH (Inbound Recruitment) se diferencian de las utilizadas tradicionalmente por los equipos de RRHH en dos puntos principales:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La metodolog\u00eda tradicional se basaba en <strong>publicar ofertas en p\u00e1ginas de empleo y esperar a que un buen candidato llamase a la puerta<\/strong><\/li>\n\n\n\n<li><strong>Contacto en fr\u00edo con candidatos<\/strong> de los que casi no se tiene informaci\u00f3n<\/li>\n<\/ul>\n\n\n\n<p>El Inbound Recruitment, en cambio, pretende <strong>atraer a los candidatos con mayor talento gastando el m\u00ednimo de recursos posibles<\/strong>. De ah\u00ed que, una de las pr\u00e1cticas m\u00e1s extendidas, sea buscar a los potenciales candidatos en redes sociales especializadas como Linkedin. Si un candidato tiene un perfil bien optimizado en esta red social, su visibilidad ser\u00e1 m\u00e1s amplia. Adem\u00e1s, es en este tipo de medios donde los profesionales de los RRHH pueden encontrar el talento que necesitan, ya que los perfiles m\u00e1s demandados en la actualidad son personas con un alto nivel de conocimientos en las nuevas tecnolog\u00edas.<\/p>\n\n\n\n<h4 class=\"has-ast-global-color-0-color has-text-color wp-block-heading\"><span class=\"ez-toc-section\" id=\"Como_establecer_una_estrategia_de_Inbound_Marketing\"><\/span>C\u00f3mo establecer una estrategia de Inbound Marketing<span class=\"ez-toc-section-end\"><\/span><\/h4>\n\n\n\n<p>Los perfiles tecnol\u00f3gicos son algunos de los m\u00e1s demandados en la actualidad. Ingenieros, inform\u00e1ticos, analistas, especialistas en Big Data o en Cloud Computing son un ejemplo de ese tipo de perfiles. Encontrarlos no es f\u00e1cil y, en el caso de que se localice a un buen candidato, el \u00e9xito no est\u00e1 asegurado por diferentes condicionantes: un sueldo elevado y unas condiciones que deben satisfacer al profesional. Por eso, <strong>los pasos a seguir para establecer una estrategia Inbound Recruiting con \u00e9xito son los siguientes<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hay que <strong>focalizarse en un p\u00fablico objetivo concreto y tratar de conocerlo al m\u00e1ximo posible<\/strong>. El hecho de tener definido el perfil del candidato\/a que se desea encontrar, ser\u00e1 m\u00e1s f\u00e1cil determinar los medios en los que estar\u00e1 presente y las condiciones con las que podr\u00eda sentirse tentado a emprender una nueva aventura profesional.<\/li>\n\n\n\n<li><strong>Identificar las herramientas que pueden potenciar una estrategia de Inbound Recruitment efectiva<\/strong>. Como, por ejemplo, una <strong>p\u00e1gina web cuidada<\/strong> en la que sea f\u00e1cil identificar los valores corporativos de la empresa (la est\u00e9tica y el dise\u00f1o tambi\u00e9n importan mucho a la hora de cautivar a los candidatos); la <strong>buena utilizaci\u00f3n de las redes sociales<\/strong> (no solo para colgar ofertas, sino tambi\u00e9n para ofrecer contenido de calidad a los usuarios); <strong>la correcta optimizaci\u00f3n SEO de la p\u00e1gina web tambi\u00e9n es una buena estrategia<\/strong>, ya que a mayor posicionamiento, mayor probabilidad de visibilidad.<\/li>\n\n\n\n<li><strong>Mensaje corporativo y constancia<\/strong>: si una empresa tiene correctamente definidos unos valores corporativos podr\u00e1 confeccionar un mensaje empresarial que sea capaz de seducir a los candidatos. Adem\u00e1s, el hecho de tener constancia y paciencia con este tipo de estrategias de Inbound Recruiting es la clave del \u00e9xito.<\/li>\n\n\n\n<li><strong>Retenci\u00f3n del talento<\/strong>: toda la estrategia de reclutamiento Inbound debe ser real y global. Es decir, <strong>una vez el candidato entra a formar parte de la compa\u00f1\u00eda esta debe seguir tratando de enamorar d\u00eda a d\u00eda al profesional<\/strong>. Esa es quiz\u00e1s una de las partes m\u00e1s complejas de llevar a cabo: la retenci\u00f3n del talento.<\/li>\n<\/ul>\n\n\n\n<p>En definitiva, la sociedad ha cambiado y el talento tambi\u00e9n. Las empresas deben atraer, contratar y retener a los profesionales con m\u00e1s competencias. Conseguirlo depende, en gran medida, de la cultura corporativa de las compa\u00f1\u00edas y de la correcta adaptaci\u00f3n de los encargados de la selecci\u00f3n de personal de las empresas. Una buena opci\u00f3n para tener \u00e9xito en la b\u00fasqueda del talento es encargar los procesos a <strong>compa\u00f1\u00edas especializadas en Outsourcing<\/strong>, expertas en Inbound Recruitment y con a\u00f1os de experiencia en el sector.<\/p>","protected":false},"excerpt":{"rendered":"<p>Los procesos de selecci\u00f3n han evolucionado con el cambio de mentalidad de los empleados. Las nuevas tecnolog\u00edas, la posibilidad de estar conectados 24\/7 y las redes sociales han desplazado las metodolog\u00edas de selecci\u00f3n de personal m\u00e1s tradicionales a un segundo plano, dando paso al denominado Inbound Marketing. Por eso, hoy d\u00eda resulta mucho m\u00e1s efectivo [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":27917,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[2,14],"tags":[15],"class_list":["post-27916","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticias-zemsania","category-empresas-innovacion","tag-rrhh"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Qu\u00e9 es el Inbound Recruitment y c\u00f3mo implementarlo - Zemsania Global Group<\/title>\n<meta name=\"description\" content=\"En este art\u00edculo encontrar\u00e1s la definici\u00f3n de Inbound Recruitment, as\u00ed como las pautas y estrategias para implementarlo en tu empresa.\" \/>\n<meta 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