Recruiting | 7Min Read

What is Inbound Recruitment? Benefits, Drawbacks, and Tips

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While pursuing my Bachelor's degree, I always aimed to be a part of Unilever or Procter and Gamble. I always needed to understand the attraction force of these multinational companies. But I still strived hard for an internship opportunity, at least. As I studied the recruitment strategies in-depth, I realized these organizations have been practising inbound recruitment approaches for ages.

Like me, many candidates are pursuing the same dream you can relate to. But is this our biasness towards some organizations? No. The organizations' years of hard work in building their employer brand image and carrying inbound recruitment marketing is paying off.

In this blog, you will learn what inbound recruitment is, its benefits, drawbacks, and tips for conducting it. The tips for carrying out inbound recruitment will help you widen your talent pool.

What is Inbound Recruitment?

In inbound recruitment, organizations form a positive brand image through content marketing. They highlight their environment and culture that attracts candidates to them. Rather than the organizations 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 organization. Your inbound recruitment strategies will connect them to your organization, leading to a diverse talent pool.

What is Inbound Recruitment

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. 

Inbound VS Outbound Recruitment

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 realize 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.

Benefits of Inbound Recruitment Marketing

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.

1) Makes you more approachable

Do you ever wonder how often you search your queries on Google? It is so many times that we all lose count. When I graduated, Google was my saviour in searching for suitable jobs. When you carry inbound recruitment, you need to increase your online visibility. With your Search Engine Optimized 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.

2) You don't have to reach out to candidates

Unlike outbound recruitment, you don't have to e-mail, cold call, or advertise jobs every time there is a vacancy in your organization. Instead, candidates themselves visit your website regularly to remain updated. Suppose your organization'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.

Searching for new job

3) Helps you in the quick filling of the vacant positions

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.

Drawbacks of Inbound Sourcing

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.

1) Unsuitable for short-term recruitment

According to SHRM, 68% of HR professionals in 2016 reported difficulties finding suitable candidates. 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.

difficulty in finding right candidate

2) You need to wait for the right candidate to get in touch

As you know, inbound recruitment marketing helps create awareness about your organization's existence. When people perceive you 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 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.

3) General targeting widens your recruitment pool

If you receive many resumes and CVs daily, you are gathering a general talent 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.

Tips for Inbound Recruitment Marketing

Follow the tips listed below and get things sorted!

1) Update your website

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.

2) Make the mobile-friendly user interface

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.

3) Strengthen your social media presence

A survey found that 82% of employers use social media to recruit passive job candidates. Social media is not used for entertainment purposes alone. Instead, recruiters leave no platform unturned to hire 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 organization, 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 website, they are taken down. Hence, social media is crucial for inbound recruitment.

social media recruiting

Should You Choose an Inbound Recruitment Approach?

I would not say inbound recruitment is cent per cent beneficial. There are many disadvantages too that can make you reconsider your decision. However, inbound recruitment is a better approach for gathering a broader and more diverse talent pool. It would help if you worked very hard to form a valuable brand image, but once formed, you will hardly face employee shortages. Even when the economic conditions are unfavourable and the labour supply is scarce, you will still have many options available.

You can only rely on inbound recruitment partially. You must use both inbound and outbound recruitment methods according to the time and need. You need to know your brand image, actions, and strategies for recruiting the best talent in the market.

Let's Conclude Inbound Recruitment!

This blog tells about inbound recruitment, its importance, drawbacks, and tips to carry it out. Inbound recruitment can be tricky, but things may turn out in your favour once understood and implemented well. You must maintain your positive employer branding so you never face recruitment and hiring difficulties.

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