10 Best Recruiting Software for Successful 2024
In today's fast-paced and highly competitive job market, recruitment professionals struggle to find the right talent to fill the o...
Are you ready to revolutionise your hiring process and bring the best talent to your doorstep? Imagine a recruitment strategy that not only flips the script but also boosts the quality of your candidates. This is where Inbound Recruitment steps in a dynamic approach that magnetically attracts top-tier professionals to your organisation.
Consider this: Traditional methods often lead to a flood of mismatched applications, making finding the perfect fit akin to searching for a needle in a haystack. But with Inbound Recruitment, the game changes.
Let's take a quick peek at the numbers – studies reveal that companies embracing this method experience a 50% increase in candidate quality, setting the stage for greater efficiency and productivity.
In today's fast-paced business landscape, it's no longer just about finding the right candidates; it's about making them find you. So, why is mastering Inbound Recruitment crucial for staying ahead?
Let's dive deep into the meaning, benefits, drawbacks, and expert tips that can reshape your approach to talent acquisition. Get ready to supercharge your recruitment game and unlock a new realm of possibilities.
Let's jump in!
In Inbound recruitment, organisations form a positive brand image through content marketing. It highlights the environment and culture that attracts candidates to them. Rather than the organisations looking for the candidates, it is the other way around.
Inbound recruitment targets passive job seekers. They are the ones that are already employed somewhere but would want to opt for better opportunities with other employers.
Did you know? The market is filled with 73% of passive job seekers. They are only sometimes seeking jobs but would be interested in working with your organisation. Your Inbound recruitment strategies will connect them to your organisation, leading to a diverse talent pool.
So what is employer branding? It is a good name attached to an employer because of its positive value perception among job seekers. It takes years to form a brand image, yet it is fragile. One wrong step, and you bid farewell to the good books of your potential employees.
The Inbound and Outbound recruitment approaches are like marketing and sales, respectively.
Inbound recruitment works as inbound marketing, where you create needs that help the candidates realise what they are missing. Contrastingly, outbound recruitment is like sales, where you reach out to the candidates, and they can choose you.
Moreover, Inbound recruitment is good for the long term, while outbound recruitment works best for short-term and urgent hiring.
Inbound recruitment has many benefits. All it requires is smart handling. If you know the art of Inbound recruitment, things will fall in your favour. Here are some of the many benefits of Inbound recruitment.
Do you ever wonder how often you search your queries on Google? It is so many times that we all lose count.
When candidates graduate, Google is their saviour in searching for suitable jobs. When you carry Inbound recruitment, you need to increase your online visibility.
With your Search Engine Optimised content, Google ranks you higher in its search results. Why would any candidate not want to be a part of your company when all Google brings up is your webpage? Hence Inbound recruitment marketing forms a positive brand image and makes you more reachable.
Unlike outbound recruitment, you don't have to e-mail, cold-calling, or advertise jobs every time there is a vacancy in your organisation. Instead, candidates, themselves visit your website regularly to remain updated. Suppose your organisation's Inbound recruitment marketing is effective.
In that case, your website traffic will increase. Gallup reported that in 2015, 51% of already employed Americans were searching for new jobs or watching for any openings. In this case, Inbound recruitment marketing helps in better talent acquisition.
Even if you are not seeking employees, Inbound recruitment engages candidates and helps build strong relationships. You make a healthy bond with strangers, so they turn up to you when you are recruiting. In effect, your vacancies fill immediately, which prevents losses from employee shortages.
Statistics tell that 60% of employers worry about the cost of unfilled positions. Similarly, 79% of Australian hiring managers point out the challenge of hiring on time, as reported by Robert Half Research.
Inbound recruitment is helpful, but this is not it. Along with so many benefits, there are some drawbacks too.
As a recruiter, you must consider the drawbacks of Inbound recruitment before deciding your strategy. However, it has more benefits; pay attention to the following drawbacks for better results.
According to an SHRM research report, 83% of HR professionals reported having difficulty recruiting suitable job candidates in the past 12 months. The percentage of these HR professionals increased over time. One of the main reasons for this difficulty was a low number of applicants, as reported by 51% of hiring managers.
With a rise in recruitment difficulties, inbound recruitment methods are unfit for short-term hiring. If time is less, HR professionals can save time for suitable candidates to contact. The Inbound recruitment approach is best if Human Resource Planners forecast a vacancy in the future.
As you know, Inbound recruitment marketing helps create awareness about your organisation's existence. When people perceive your company culture positively, they want to be a part of your team. This approach gathers many resumes. But if you depend on Inbound recruitment alone, you will have to wait for suitable candidates to get in touch.
Unless that happens, your wait prolongs, disturbing your recruitment functions. All are waiting, and no work risks the growth factor. Moreover, this is not the case with one position alone; with every vacancy, the same waiting process repeats, compromising the work.
If you receive many resumes and CVs daily, you are gathering a general candidate pool. Those resumes may need to meet your exact requirements. Hence, it makes Inbound recruitment unfit for specific targets. Furthermore, a more diverse talent pool is a disadvantage, too, as you will have to consider the opportunity costs.
Besides, some candidates are not specifically looking for a job but send their resumes anyway to take a chance. This is good for gathering more talent, but you will only know who will provide quality work if hired. You must consider these drawbacks of Inbound recruitment before entirely relying on it for your hiring decisions.
Follow the tips listed below and get things sorted!
Updated information with relevant keywords on your website will increase your online visibility. It will also improve your employer branding. Even if your blog posts are top-ranked on Google right now, there is always someone doing a better job for a higher ranking. Important information is a few clicks away these days; hence you need to update your website regularly.
Your mobile-friendly user interface will further increase your talent pool. Did you know? The first quarter of 2021 generated 54.8% of global website traffic. Today smartphones are more commonly used than laptops.
If your website only has a desktop-friendly interface, your bounce rates will increase, and potential candidates will never apply for a job. It is essential to assist visitors with an easy and fast website so they remain updated.
A survey found that 82% of employers use social media to recruit passive candidates. Social media is not used for entertainment purposes alone. Instead, recruiters leave no platform unturned to acquire the best talents. These recruiters are your competitors. So, it would help if you strengthen your social media presence for inbound recruitment.
Through social media, your employees will know more about your organisation, its culture, practices, etc., informally. Did you know? Top talents stay in the market for only ten days before employers hire them. So, before candidates can even reach you through your career website, they are taken down. Hence, social media is crucial for Inbound recruitment.
When it comes to whether or not you should choose an Inbound recruitment approach, there are both advantages and disadvantages to consider.
While Inbound recruitment can provide you with a wider range of candidates to choose from, it's important to note that there are better solutions than this one.
To make the most of Inbound recruitment, you must work hard to establish a strong brand image that will attract suitable candidates to your company.
That being said, if you're willing to put in the effort to create a solid brand image, Inbound recruitment can be a great way to ensure that you always have a steady stream of potential employees to choose from.
By using both Inbound and outbound recruitment methods as needed, you can ensure that you're always selecting from the best possible pool of candidates for any given position.
So, while Inbound recruitment may not be the perfect solution for every company, it is definitely worth considering if you're looking for a way to attract a wider range of candidates to your organisation.
In conclusion, with the help of iSmartRecruit, you can streamline your inbound recruitment processes and make them more efficient. Leveraging features like website integration, automated social media posting, and job board promotions can simplify your work of inbound recruitment.
With iSmartRecruit, you can easily manage all aspects of your inbound recruitment strategy and achieve your hiring goals more effectively. Get a 30 Minutes of Demo Now