What company doesn't want to recruit the best talent, the cream of the crop, the crack that will change everything? 

In fact, it's not just a desire, but an absolute necessity. People make the business, and effective recruitment is necessary to ensure the growth and sustainability of the business. 

In the last decade or so, the recruiter/candidate relationship has radically changed, driven in particular by new technologies and practices related to the adoption of social networks.

The best candidates are aware of their value and can compare, evaluate and even judge their potential future employer.

To do this, they go tosearch engines, social networks or specialized forums.

Faced with these changes, what will be your response as a recruiter?

In this article we explain that Inbound Marketing is the most effective approach for recruiters. Used from a recruiting perspective, it is specifically called Inbound Recruiting.

Inbound Recruiting is the result of applying Inbound Marketing techniques to recruitment.

How to implement a more effective recruitment?

To recruit effectively, it is vital to be able to act on 5 levers:

1. Quantity : the most common performance indicator for a recruiter is his or her ability to hire the right number of people to support his or her business needs. 
2. Quality: when possible, attract high value candidates. In marketing terms, this translates to a relative decrease in the "top of the funnel" so that the conversion rate of each stage is improved. If you have too many entries at the top of your tunnel, there are indeed risks that you will be drowned by a large number of irrelevant applications.
3. Foresight: this involves understanding the changing needs of your company in terms of skills, and recognizing that the needs of your future employees have also changed.
4. Timing: effectively managing time jobs. Recruiting is a time-consuming process. Yet no one likes to waste time, not those who make the decision to recruit, nor - and this is something to think about - the candidates themselves. Optimizing a recruitment process therefore implies that fewer interviews are conducted, but that they really match the needs of both parties. This is where the flow concept comes in, as opposed to case-by-case recruitment.
5. The ROI: knowing how to recruit qualified people who will stay for a long time and therefore contribute to the company's revenues for a long time. This is where the real ROI of a recruitment is calculated. The notion of cost/hire, i.e., the ratio between the recruiting budget and the number of hires made is indeed a limited notion. If you recruit a cracker, the benefit will be hundreds of times greater than what it cost you to bring him in.

One of the keys to implementing this effective recruitment lies in the implementation of Inbound Marketing.

Finding new customers and finding candidates do indeed have a lot in common.

Although the methodology is the same, in the case of human resources, we will use the term Inbound Recruiting, or inbound recruitment (even if this French translation is not widely used).

To put it simply, Inbound Recruiting is about being found by candidates.

These candidates, using a search engine, surfing on social networks or consulting professional pages, will, at some point, come across content that you have produced. And they will find it interesting.

This will be the first step in your Inbound Recruiting, called "awareness" or "awareness".

Why does Inbound Recruiting help with effective recruitment?

As we'll see, Inbound Recruiting isn't technically very complicated, but it does require commitment and consistency.
Here are seven points to consider when you want to get involved with Inbound Recruiting:

1 - Inbound Recruiting dramatically increases the quality of your recruitments

With Inbound Recruiting, you'll know what topics and through which channels the best candidates are inquiring. This can be known through preliminary work on candidate personas.

You will then be able to present yourself as "the place to be" in your industry, the go-to company for candidates.

When they see that you're looking for profiles like theirs, top talent will want to contact you. And you'll know what to say to them.

2 - Inbound Recruiting also reaches passive candidates

You might think that candidates are only interested in you when they are actively looking for a job. That's not (entirely) true.

Your prospective candidates spend a lot of time on Google, and conduct countless searches on their professional interests.

Their motivations can be simple curiosity, knowledge acquisition, academic research, and more.

That's why they must, at some point, be able to find you, without even realizing they were looking for you...yet!

3 - Inbound Recruiting is about building trust

The best candidates will spend a lot of time finding out about the people already working at a company before accepting a job.

Of course, the job itself will count a lot in their decision, but they'll need to be convinced that they'll be a good fit in your structure.

It's all about trust.

4 - Inbound Recruiting requires using web technologies intelligently

We often misuse technology, assuming it will solve all the problems for us.

Of course, this is often not the case. In the case of Inbound Recruiting, technology is an essential means of the strategy.

It allows automating processes such as sending emails (and thus avoiding leaving dozens of candidates unanswered), tracking exchanges, monitoring indicators to know the interests of future recruits, etc.

It will involve optimizing your pages, creating good "call-to-actions" in your " landing pages ", and so on.

Don't worry if you're not familiar with these techniques, there are specialized agencies for this!

5 - Inbound Recruiting is all about engagement

To implement Inbound Marketing in your recruiting department, you'll need to invest money, but also time.

And even more than time, it will take everyone, including your employees, to believe in it, so that everyone can be a potential recruiter.

This is the aspect that makes Inbound Recruiting strong.

6 - Inbound Recruiting is a creative approach

Millions of job postings are made every day on dozens of recruitment sites.

How likely is it that your ad will be read by the type of candidate you absolutely want? Very low, in truth.

By investing in Inbound Recruiting, your creative ad can be published solely on your own site, which will be a candidate magnet.

By differentiating yourself from your competitors in this way, you will increase your chances of being chosen by the best as these numbers show!

7 - Inbound Recruiting is about everyone in your company

This was already covered in point 4: Inbound Recruiting assumes that each of your employees can be a potential recruiter.

In fact, your employees too participate in social networks, post blog articles, leave messages on forums.

All the contributions of your employees that concern their company, yours therefore, will be duly read by your candidates - be sure of it!

That's why you should do everything you can to include them in the implementation of Inbound Recruiting. 

To go further 

Inbound Recruiting is not intended to completely replace traditional efforts in recruiting. There is never a magic bullet in this area.

Inbound Recruiting, like Inbound Marketing, is the result of taking into account the new approaches to people since the advent of the digital revolution.

Still almost non-existent in France at the time of writing (end of 2015), it is certain that Inbound Recruiting will be totally unavoidable in the coming years. 

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