More and more companies are being convinced by the inbound recruiting.

What could be more natural, in fact, than to seek to attract top talent with quality content and entice them to apply with good conversion tools?

As appealing as it is, methodology nevertheless needs to be backed up with figures to prove its effectiveness. For you, we've gathered the most accurate data on the context and ROI of Inbound Recruiting.  

What are the findings of the companies?

• 79% of candidates do research a company before applying, and 46% do that research directly on the company's career site (Forbes). 
• According to LinkedIn, 49% of the barriers to recruiting top talent is their extreme solicitation (JDN/LinkedIn).
• 79% of potential candidates are passively searching, with 59% defining themselves as "listening to the market." (LinkedIn).
• Companies with strong employer branding have 100% more responses from the candidates they contact (Jobjet).
• 69% of candidates would not accept a job with an organization that has a bad reputation in their eyes (Glassdoor). 
• The average cost of hiring in France is €3,450 (Insee). It rises to 25k€ for an executive (Search Place).

*INSEE calculation for companies with 10 or more employees in industry and market services based on an average employee cost of €50,850

• A strong corporate brand can reduce the cost of hiring by 50% and reduce turnover by 28% (Eda Gultekin, 2011).
• 83% of recruiters say that employer branding has an impact on the quality of profiles hired (Linkedin).

What actions are companies taking to attract candidates?

• Nearly half (48.9%) of organizations say they will significantly increase their spending on their employer brand content to attract the candidates they seek  (Entelo's 2017 Recruiting Trends Report).
• In setting their 2017 recruiting priorities, 32% of companies want to implement a talent pipeline based on an Inbound approach (Beamery's State of talent acquisition 2017).
• To increase their visibility to candidates, 49% of companies will invest in recruitment marketing and 32% in career site content (Beamery's State of talent acquisition 2017).

What are the concrete results of Inbound Recruiting actions in terms of ROI?

• On average, Inbound Recruiting generates 50% increase in engagement on social networks and 60% of traffic to the career space (LSA).
• It also leads to 25% increase in conversion rate of landing pages (Hubspot/Randstad).
• After one year, there was an 85% reduction in candidate acquisition cost (Hubspot/USC).
• After 8 positive exposures to an employer brand, a candidate's decision to apply for a job is significantly influenced (Forrester Research). 
• Inbound Recruiting delivers a 75% increase in conversion of passive candidates (Clear Company).
• 49% of companies with Implemented Inbound Recruiting have seen a significant decrease in the time to acquire talent (NewBreed).
• Inbound Recruiting decreases the risk of failed hires (LSA).
• Inbound Recruiting significantly improves the n spontaneous awareness of an employer brand among a group of candidates (JCIBR).
• Inbound Recruiting encourages diversity of applications (Entelo's 2017 Recruitment Trends Report, p.10).

While there is no quantified data on these topics, experience shows that Inbound Recruiting also influences the quality of applications, the offer acceptance rate as well as lower turnover.

Do you have any other Inbound Recruiting statistics? Feel free to share them with us and we'll add them to this article!