Is the future of recruitment inbound?

#TruDublin 2016

Why inbound recruitment?

Around 90% of people who are “looking” at jobs are really looking for more information about the potential employer first.

If you give them more information about the company you can help them make the right decision to apply or at least stay in touch.

If you make it easy for them them to put their hands in the air and say I’m interested many of those who would not take the bigger psychological step of making an application will engage with you.

Doesn’t sourcing deliver? Yes, but….

You only have to see the look of dismay on the face of an engineer who has received yet another inmail or email from a company he or she has never heard of and probably has no interest in working for to realise that outbound cold calling isn’t as efficient as inbound. The ratios on these ‘cold’ leads are appalling….

On the other hand that same engineer has likely being looking at opportunities in companies who just don’t know it because she did not apply. Yet she would potentially welcome a call from them….

Around 60% of workers look at jobs every single month but only a small percentage of them actually make an application. These are your ‘warm’ leads...

General track discussion:

How do I implement this quickly and cheaply?

Use free marketing tools to test the waters. (see References)

Get to know the audience that is looking at your existing jobs and content.

Recycle internal content to get started without massive effort.

How do I scale it?

Use analytics to understand what you need to scale first.

Tips for converting passive talent into leads:

Content:

Inbound recruiting only works if people are reading your content. Make sure that your content is really good. Videos, ebooks, blog posts, social posts and online brochures that say more than "this is a great place to work". Think about internal content that could be interesting to an outside audience.

Calls to action:

Make sure that your calls to action are clear and actionable. Don’t ask for a million things. The more simple ‘the ask’, the more likely you are to get action. Try using something like “Find out more” and explain WHY someone should do what you are asking. Put calls to action everywhere you can. Your website, your blog, on social media, in your presentations, in the footers of your job descriptions in your ATS…

References:

http://leadin.hubspot.com Free lead capture and visitor behaviour

https://textio.com Job description analysis 14 day free trial

https://www.hotjar.com Screen recording

http://blog.hubspot.com/insiders/using-inbound-recruiting-attract-hire-retain-top-talent

http://www.instigatorblog.com/future-recruiting-inbound

http://about.clinch.io/7-steps-to-a-stronger-employer-brand-e-book

Thank you

Shane Gray shane@clinch.io