How to Create a Successful Inbound Recruiting Strategy

4 Pillars for Creating a Successful Inbound Recruiting Program

4 Pillars for Creating a Successful Inbound Recruiting Program

Learn How to Develop Lasting Relationships with Potential Candidates

Competition is fierce in today’s job market. With record-low unemployment and rising wages, job seekers have more choices than ever before.

Increased competition among recruiters means that simply posting a job ad and hoping for the best doesn’t cut it anymore. If you want to land the right candidates, you need to be proactive with your recruitment strategy. Inbound recruiting means generating organic interest in your company among job seekers so they’re more likely to apply when new positions become available.

From content marketing to sending personalized messages to passive candidates, learn how to perfect your inbound recruiting strategy.

Invest in Content Marketing

If you want candidates to take a vested interest in your company, you need to create content that tells the story of your brand to give candidates a better idea of what it’s like to work there.

Recruitment content marketing gives you the chance to change the narrative behind your company, so you can make the right impression on potential candidates and get them interested in open positions.

92% of people would consider changing jobs if they were offered a role with a company that has an excellent corporate reputation.

Create original videos, articles, blog posts, infographics, and other types of media to share the story of your brand and establish your company as a great place to work. Remember to focus on the candidate’s experience when creating your content instead of simply listing the benefits of working at your company.

Attend recruitment marketing conferences to learn how to create content that resonates with potential candidates.

Identify Potential Candidates and Personalize Your Messages

Once you have some content to share, distribute it on LinkedIn, social media, Reddit, and other marketing channels to help you reach potential candidates.

But, simply posting content will only get you so far.

Find candidates who you think would be a good fit for your company and reach out to them using email, social media, LinkedIn’s InMail, and other networking channels. Send them personalized messages to increase your chances of getting a response.

Highly qualified candidates are typically inundated with messages from recruiters.

To stand out amid the competition, refrain from offering a job right away to avoid seeming spammy. Instead, take some time to get to know the candidate and learn about their needs and professional goals. Use eye-catching headlines and subject lines to get their attention. Again, focus on the candidate as a person instead of blasting out the same message to as many candidates as possible.

Send them relevant content, including the latest industry tips and tricks, emerging trends, and your latest content marketing materials. Not all these assets have to come from your company. Don’t be afraid to send them a link to the latest New York Times article to show them you care about more than just your company.

Use a Proactive Approach

Don’t wait for someone to leave your company to get started with inbound recruiting. It may take months or even years for you to develop a relationship with some of these candidates. If you need to hire someone as soon as possible, your messages may come off as desperate, hurting your chances of winning over these qualified candidates.

Instead, use a consistent, proactive approach to inbound recruiting.

Reach out to candidates even if you’re not actively hiring. This allows you to take a more personable approach. You can focus on building a rapport with individual candidates, helping you forge lasting relationships that may pay off months or even years down the road.

Be Patient

As you reach out to qualified candidates, you’ll likely find that many of them aren’t actively looking to change jobs. They may be in the middle of a big project at their current job or saving up their vacation time for a big trip at the end of the year.

That’s why you need to be patient with your inbound recruiting strategy.

Keep your expectations in check and realize you may have to wait awhile before landing your dream candidate. Again, start the process early, so you’re not scrambling to fill open positions. You can let these connections develop naturally instead of trying to strongarm candidates into leaving their current employer.

Inbound recruiting is one of the best ways to reach and recruit top-tier candidates. These professionals tend to stay away from job boards, instead letting referrals and job offers come to them. With many recruiters chasing after the same candidates, use these tips to cut through the noise and form lasting relationships with potential candidates. Focus on the individual’s needs, be patient, and use content marketing to highlight the story of your brand.


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By |2019-06-20T21:06:46+00:00June 5th, 2019|

About the Author:

Byron Mignanelli

Experienced business leader with a proven track record of success as an entrepreneur, CEO and business unit leader. Demonstrated success at building highly effective sales and marketing teams that deliver above market returns.

10 years experience developing, launching and executing leading business management conferences. Directly involved with marketing strategy and execution for over 40 new executive-level industry events within multiple management functions and industry segments.

Deep market knowledge of management and industry trends, ability to synthesize large amounts of data, uncover new markets and produce measurable financial results.