Recruitment processes have evolved with the changing mindset of employees. New technologies, the possibility of being connected 24/7 and social networks have displaced the more traditional personnel selection methodologies to the background, giving way to the so called Inbound Marketing. That is why today it is much more effective for HR teams to charm the candidate and make that person choose the company of his or her own free will. Years ago this mentality was different, and recruitment processes were approached as a unidirectional methodology in which it was the candidate who was exposed.
Recruiters who continue to use traditional recruiting methods will eventually become obsolete. Inbound Recruiting, therefore, is a new recruitment methodology that prioritizes the search for talent through the specialized media where it is found.. In addition, the treatment given to candidates seeks to to make you fall in love with him in order to get his attention..
Inbound Recruitment as a source of talent
Human resources professionals who have been able to adapt to the new reality are aware that social networks are one of the best ways to find talent for their companies. Gone are the offers posted on job sites and the passive wait for candidates to come knocking on the door. That reality has changed, as professionals have certain concerns that go beyond the economic conditions they may receive. Some of them, for example, are motivation, the feeling of belonging to an elite group or team and the so-called intangibles (such as schedule or flexibility).
In this situation, Inbound Recruitment aims to make the candidate fall in love in order to attract him/her to the company through the following actions:
- Make the candidate's comfort level throughout the selection process
- Maintaining a fluid contact and a good relationship with the candidates, regardless of whether or not they join the company.
- It is intended to to ensure that it is the candidate who decides to choose the company, and not the other way around
These types of HR selection techniques (Inbound Recruitment) differ from those traditionally used by HR teams in two main ways:
- The traditional methodology was based on post job offers on job sites and wait for a good candidate to come knocking on the door.
- Cold contact with candidates of which there is almost no information
Inbound Recruitment, on the other hand, aims to attracting the most talented candidates while spending the least resources possible. Therefore, one of the most widespread practices is to search for potential candidates on specialized social networks such as Linkedin. If a candidate has a well-optimized profile on this social network, his or her visibility will be wider. Moreover, it is in this type of media where HR professionals can find the talent they need, since the most demanded profiles today are people with a high level of knowledge in new technologies.
How to establish an Inbound Marketing strategy
Technological profiles are some of the most in demand today. Engineers, computer scientists, analysts, Big Data or Cloud Computing specialists are examples of such profiles. Finding them is not easy and, in the event that a good candidate is found, success is not guaranteed due to different conditions: a high salary and conditions that must satisfy the professional. That is why, the steps to follow to establish a successful Inbound Recruiting strategy are as follows:
- It is necessary to focus on a specific target audience and try to get to know them as much as possible. By defining the profile of the candidate you are looking for, it will be easier to determine the media in which he/she will be present and the conditions under which he/she might be tempted to embark on a new professional adventure.
- Identify the tools that can enhance an effective Inbound Recruitment strategy.. Such as, for example, a well maintained website in which it is easy to identify the company's corporate values (aesthetics and design are also very important when it comes to captivating candidates); the good use of social networks (not only to post offers, but also to offer quality content to users); proper SEO optimization of the website is also a good strategy., The higher the positioning, the higher the probability of visibility.
- Corporate message and consistencyIf a company has correctly defined corporate values, it will be able to create a corporate message that is capable of seducing candidates. In addition, consistency and patience with this type of Inbound Recruiting strategy is the key to success.
- Talent retentionInbound recruiting strategy must be real and global. In other words, once the candidate joins the company, the company must continue to try to make the professional fall in love with the company on a daily basis.. That is perhaps one of the most complex parts to carry out: talent retention.
In short, society has changed and so has talent. Companies must attract, hire and retain the most competent professionals. Achieving this depends, to a large extent, on the corporate culture of the companies and on the correct adaptation of those in charge of personnel selection in the companies. A good option to be successful in the search for talent is to entrust the processes to companies specialized in Outsourcing, experts in Inbound Recruitment and with years of experience in the sector.