Changing jobs or careers is one of the most stressful things a person can experience in a career path.
Candidates go through a meticulous and often lengthy process before taking the leap.
Yet few people imagine what the stress of a recruiter who is often asked to do the impossible, or nearly so.
In fact, even though the unemployment rate remains high in France, competition is intensifying for many jobs. This situation is pushing recruiters to adopt original methods to attract talent, including Inbound Marketing.
If you haven't developed a strong employer brand and a strategy for Inbound Recruiting (Inbound Marketing tailored to the specifics of recruiting), you run the risk of missing out on pure talent, which in the long run can cost you a lot of time and money.
With 'Inbound Marketing, you can tract and recruit the best talent who will then have a decisive impact on your business and your customers.
Before we talk about how you can use Inbound Marketing to recruit your future talent, you need to understand the challenges of online job search.
So here are some statistics to keep in mind:
There is a disconnect between what candidates are looking for and what employers are doing to attract them.
The 'Inbound Marketing can bridge that gap and help you attract the right person to the right job so they stay with your company for the long haul.
Here are some tips.
The idea of creating consumer personas is not a revolutionary concept, but we sometimes forget that to effectively target an audience, we need to have a clear picture of how they are represented.
To create your Personas, you need to ask yourself a few questions about the candidates you're targeting:
- What degree/training do they need?
- What skills do they need?
- How many years of experience do they have?
- What professional group do they belong to?
- Where do they spend their time online?
- What are their expectations from their employer?
You need to bring your job postings to life with information from Candidate Personas.
This helps you have a good idea of what type of content to create to get the attention of the perfect candidate.
Candidates are placing greater importance on where they apply than ever.
So companies need to make sure they are consistently attracting talent and engaging their interest in open positions.
It's all about relationships - what can you do to bring value to the job seeker? Value creates trust, trust creates interest that will lead in fine to an application.
Easier said than done, right?
The idea is to produce relevant content at each stage of the recruiting process to create a pipeline of consistently engaged candidates.
Not everyone reading your content on your website is ready to apply.
Some people are just curious, passively looking to see what opportunities exist or doing simple research. That's why it's important for you to create and publish as many relevant types of content as possible to fit each of these profiles.
The White papers, E-books, webinars and other interesting pieces of content offer significant added value to people who discover your website and/or career site content. But don't let them get all this good stuff without a quid pro quo.
Be sure to secure access to your premium content and ask for something in return, like an email address at a minimum.
Then you'll enrich the relationship with those who already interact with your company.
You may not have a lot of time or resources to create these content pieces, but you might be surprised at how a content strategy can create multiple opportunities to convert active and passive job seekers into candidates.
The creation of conversion points and the collection of email addresses are just the tip of the iceberg for attracting top talent through Inbound Marketing.
After you've gained a job seeker's attention and their data, what are you going to do with it? You need to find ways to provide content to these people and build their trust in your company to get them to apply.
In most cases, sending emails is a great way to do it - emailing is up to 40 times more effective than Facebook and Twitter in candidate acquisition.
Although social media has its place, an email is a great way to present real-time job opportunities to people you're already connected with.
Keep candidates informed about company events, your culture, high-demand jobs, and other exciting events that might entice them to apply for a particular position.
If you can't track what you're doing, you don't know if it's working.
>The use of Inbound Marketing in digitalized recruitment encompasses a range of different channels. You absolutely must have a process or platform in place to gather all of this harvested data.
You're probably going to want to know how your activity - from your website, blogs, emails, social networks and SEO - is coming together to help drive candidate flow. Applicant tracking systems can provide a lot of information about candidates once they're enrolled in the system, but what about before that?
Make it easy on yourself and take advantage of Google Analytics, Hubspot, or any other reporting software to verify that your digital recruiting efforts are working.
Are you ready to get the most out of your digital recruiting dollars?
Follow the steps above to attract top talent with Inbound Marketing.