Inbound recruiting allows you to attract candidates without headhunting or advertising. This post covers everything you need to know about inbound recruitment marketing.
Recruiting top industry talent requires thousands of pounds and hundreds of hours per year.
But what if you could attract the best by simply tweaking existing channels?
This is where inbound recruiting can help.
In this guide, we'll cover what inbound recruiting is, its benefits, and how you can implement it in three simple steps.
what is inbound recruiting?
Inbound recruiting is anything that brings candidates in to apply for your jobs. So instead of reaching out via advertising or LinkedIn and convincing job seekers to join your company, get them to apply by using:
- Search engine optimisation
- Video marketing
- Social media content
- Email marketing
For example, let's say your career and job listing pages are optimised for SEO. This means it contains all the necessary keywords, it's mobile-friendly, and the application process is easy.
Google notices you offer a good user experience, resulting in higher rankings.
So if you're hiring for a HR manager in Basingstoke and someone types "HR manager job basingstoke" into Google, your vacancy might be one of the first to pop up.
With this inbound recruitment marketing strategy, you'll find the applications of top talent waiting in your inbox.
what are the benefits of inbound recruiting?
Here are some standout pros to inbound recruitment marketing:
- You access higher-quality candidates
- The applicants are more diverse
- You can save time and money
You access higher-quality candidates
The primary reason why businesses use inbound recruiting is to bring in higher-quality candidates.
By reaching out to individuals on job boards, you're taking the first step, and applicants are just reacting to your proposal. They don't know anything about your company culture or mission, leading to less motivated talent.
But when someone follows you on social media or searches for a job opening that your brand has, they’re more likely to be genuinely interested in your company and the opportunity you’re offering.
the applicants are more diverse
If your career page communicates that everyone has an equal opportunity to join your company regardless of race, ethnicity, or gender, you attract more diverse talent.
This is why D&I (diversity and inclusion) focused career page content is essential. It allows potential employees to visualise the diversity within your workforce.
you can save time and money
You won't have to post several job ads, reach out to candidates, and filter through thousands of applicants. Simply adjust your existing social pages to stand out.
For example, you could:
- Add relevant keywords to your website
- Make your website mobile-friendly
- Strengthen your social media presence by posting more often
But you might be looking for a step-by-step guide to inbound recruitment marketing. Don't worry - we've got you covered.
how to implement inbound recruiting in 3 steps
Consider these three steps when inbound recruiting:
- Emphasise organic traffic
- Implement video marketing
- Develop a solid social media presence
step 1: focus on organic traffic
The first step is to find keywords job seekers are typing when looking for work. Use this knowledge to tweak your career and about us pages, so they rank first on Google.
Once potential employees land on your website, increase application rates by using a clear call to action and stating the benefits of working for your company.
Also, ensure your website is mobile-friendly so you aren't limiting yourself to desktop visitors. This means opting for a responsive theme, making images and CSS as light as possible, and testing your site regularly to see how mobile-friendly it is.
step 2: implement video marketing
Posting short yet value-packed videos on your career page and YouTube channel enables you to bring in 36 per cent more applicants than text.
With video, you can better communicate culture, values, and vision and attract those with the same ideals.
step 3: develop a solid social media presence
Last, cater to jobseekers who use channels like Facebook and LinkedIn to find employment.
It's essential to utilise the correct platform when recruiting. If you require more experienced leadership, LinkedIn and Facebook might work well. But if you're targeting the younger generation, TikTok and Instagram are practical options.
Once you've picked a channel to base your recruiting efforts around, post regularly. You could publish employee reviews and the benefits of working for your company.
inbound recruitment marketing is seamless with hireful
With inbound recruiting, you don’t have to spend over thousands. Optimise your website and existing social pages so it appeals to job seekers’ pain points, and you'll find the best employee applications in your inbox.
If you're looking to learn more about attracting, hiring, and onboarding top industry talent, check out the hireful blog.