Traditionally, companies, through their Human Resources departments, have based talent management on two practices: publishing offers in different channels waiting for the appearance of the ideal professional and contacting talent by mail, telephone, etc. This way of proceeding, which requires more and more investment in time and money, does not guarantee the best results.
This could be a problem for any company, but fortunately, the methods to attract talent have also evolved.
Inbound Recruiting is the alternative to traditional recruitment. It is a methodology that uses Digital Marketing techniques to find and attract professionals. Inbound Recruiting in personnel selection is a gear that, once set in motion, will allow the company to have qualified candidates continuously and to opt for a job in a company that suits their concerns and to which they feel attracted.
Inbound Recruiting enjoys excellent success among many companies due to two fundamental factors: on the one hand, the candidate is shown how the company has the solution to their needs and gives them the initiative, letting them decide the moment of contact; on the other hand, it turns them into a fan of the entity by promoting their employer branding (job appeal).
To achieve the ultimate goal, this innovative procedure consists of 4 phases that make up the funnel: Attract, Convert, Hire and Fall in love.
Inbound Recruiting allows the company to solve the talent deficit by reducing time and costs in the personnel recruitment process. Its application in companies is only possible through good planning, for which it will be an essential requirement to comply with its five phases:
Like most methodologies, Inbound Recruiting also has advantages and disadvantages in its application. We will tell you some of them!
Advantages of Inbound Recruiting:
Disadvantages of Inbound Recruiting:
Many high-level companies, such as Tesla, Netflix, Spotify, and Google…, have already bet on Inbound Recruiting in their selection processes. All of them dedicate resources to publicly show their mission, values and what it is like to work in the company.
Tesla has a site on its website called Working at Tesla, where it explains its mission, values, and long-term objectives… This section arouses the interest of future or potential candidates and works, together with other strategies, as the value of attraction and retention of talent.
Google, for example, has a Twitter account called Life at Google, where they show what the day-to-day life of the company is like and what it is like to work at Google. It is the employees themselves who manage the account on some occasions and show details of their working hours. Like Tesla, they have an open space where professionals interested in working in the company can connect directly with those responsible for Human Resources.
Undoubtedly, Inbound Recruiting has meant a significant change in Human Resources since its inception. The construction of relationships of trust and positive synergies between companies and their potential employees, as well as people identifying with the firms and positively perceiving them, represents a real revolution.
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