What is recruiting incoming?

Incoming recruitment, or incoming recruitment, It is a recruitment mode which is increasingly widespread. It derives from marketing and is particularly requested in this moment of talent war.

It is not always easy to choose the right concept at the right time, but focusing on new techniques, The activity can be simplified. Let’s take a closer look at the details of the incoming recruitment and what can lead to the service of human resources.

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What is incoming or incoming recruitment?

Incoming recruitment is a marketing strategy of human resources which has been designed for recruiters to improve the old recruitment processes. The latter are now considered obsolete by many professionals. The incoming recruitment was made possible thanks to the feedback in incoming marketing.

This global strategy is mainly based on the foundations for the creation of rich content and the employer brand. Its main objective is to make the company known, its values ​​and its strength, but above all to be attracted and Recruit the best profiles Grow society in the near future.

Incoming marketing is now driven by various modern marketing techniques:

• Creation of new information supports (company page and career site);
• Promotion on social networks;
• Pay targeted advertising, with Facebook, LinkedIn, Adwords, etc. ads.

Methodology ofincoming recruitment

The incoming marketing method for recruitment is often made up of 4 steps:

• Attract : through SEO, the blog, the career site, the company’s pages or the work board;
• Convert : Visitors of the company’s sites or blogs can become potential candidates, so they must be converted. To do this, you will have to use White Paper, Work Ads, Spontaneous Applications Oe -mail;
• Recruit : To transform the candidates in employees, it will be necessary to pass through the workflow, the E -mail and the score of the candidates;
• Fair : So that employees can become good company ambassadors, it will be necessary to optimize internal sharing, questionnaires and their involvement on social networks.

The incoming recruitment pole It is above all to establish a continuous relationship with future candidates. However, it should be remembered that it is not only limited to the «seduction» of potential candidates.

In fact, it also allows you to convert talents into proud employees of their company, which will necessarily contribute to the influence of the company’s employer brand. Therefore, it will be possible to create or maintain a busy collective.

The employer’s brand and incoming recruitment are closely linked. The latter is a technique that contributes to promoting their own brand of employers to candidates in a personalized way, facing them content that can satisfy their expectations.

Thanks to a good employer brand, the talents will be attracted to the company and will be able to grow it. It is a virtuous circle that must be used as much as possible.

Incoming and recruiting recruitment

Incoming and outgoing marketing is Two complementary marketing strategiesBut however different. Incoming marketing (incoming marketing) is defined as a marketing strategy aimed at bringing the consumer to a brand through a series of specific actions.

The contents that connect marketing and human resources are therefore, as such, the discipline of choice as part of the abund. The latter can be compared to a marketing sweater strategy to the extent that the brand is given the means to attract the customer to it.

On the other hand, the extent (extroverted marketing) consists in going to obtain the consumer by pushing commercial and marketing actions towards him, looking for him where he is. In some cases, we can even talk about aggressive strategies (Marketing push).

The main difference between these two strategies is thatIn inbound, the brand develops content whose purpose is above all to affect and seduce the consumer, the customer or the lead. In outbound, the brand sends marketing, advertising and promotional messages to the customer. To put it simply, the incoming offers and the candidate have, but on the contrary, the output tax.

Implementation of an incoming recruitment strategy

The implementation of an incoming recruitment strategy requires time and efforts, but the returns are worth it. Here is a five steps action plan to help you start:

Step 1: Define your destination audience

The first crucial step is to clearly define the profile of the candidates you want to attract. Identifies their skills, aspirations and centers of interest. A precise understanding of your destination audience will allow you to adapt your communication and your actions to seduce them.

Step 2: Building a solid brand of employers

The brand of your employer represents the image that projects as employer. To attract talents, it is essential to develop an attractive image. Highlight your values, corporate culture, benefits, etc.

Step 3: uses marketing content

Content marketing is a powerful tool to attract candidates. By sharing articles, videos, infographics or testimonies on your business, establish a link with your destination audience and arouse their interest. Make sure to provide various and quality content that reflect your employer’s brand.

Step 4: treat your online presence

Most candidates are researching a company before applying. It is therefore essential to treat your online presence, both on your website, social networks, work platforms, etc. Update these supports regularly and interact with your destination audience.

Step 5: analyze and adjust your strategy

Finally, it is essential to measure the results of the incoming recruitment strategy and adapt it according to the observations. Use indicators such as the number of applications received, the conversion rate of candidates, the satisfaction of the recruiters, etc. Experiment with new approaches and perfect your strategy to optimize results.

The 3 main advantages of incoming recruitment

1. Monetary economy;
2. The creation of a strong employer brand;
3. Promotion of the company’s image for customers.

Monetary economy

All services for human resources know it, the writing and publication of the content, in addition to the implementation of online communication campaigns and exchanges with candidates, require a lot of time and money.

Thanks to the incoming recruitment, It will be possible to shorten the time invested for these processes and save money at the same time. It is a slightly long strategy to develop. But once in progress, it will be useful only for the medium and long term company.

The creation of a strong employer brand

Each of the actions that will be adopted in the framework of the incoming recruitment will strengthen the strategy of the company’s employer brand with the candidates. The brand will gain in online visibility and develop a stronger presence on social networks. This will increase its influence on the market and improve its image.

The promotion of the company’s image for customers

Customers often tend to encourage companies with a good image. They know that happy employees at work are employees who can provide quality work throughout the year. In addition to these 3 main advantages, we will also notice:

• The increase in the notoriety and visibility of the company;
• The generation of qualified leads;
• Improve loyalty and involvement of customers;
• Increase in the number of customers;
• Increase in website traffic;
• Budget control: you should know that incoming recruitment is 65 % cheaper than outgoing marketing;
• The improvement of the king (return to investment or return to investments).

Incoming recruitment is a real opportunity for companies that wish to start a relationship and a dialogue with potential candidates. In addition, it allows you to build a pool of qualified profiles. These can commit to sharing the company’s values ​​and positioning, until their complete integration in the company.

The incoming recruitment technique is mainly based on the contribution of the content. It allows companies to show their experience and demonstrate their credibility with candidates. In addition, the incoming recruitment also takes into account the employees who can become ambassadors of the company.

Measures the success of your incoming recruitment strategy thanks to the analysis

You can know what works and what can be improved thanks to the analysis of human resources and recruitment indicators. It is important to identify where the most qualified candidates come from, the positions that generate the most candidate and more effective diffusion channels, among others.

Paying attention to the analysis, you will be able to know time and costs invested in your campaigns. Recruitment strategies are changing over time, as new trends appear. The analysis of the results allows you to study the axes of improvement and act accordingly.

The incoming recruitment is a continuous process. Consequently, it requires the same creativity and intuition of marketing and the brand of a corporate strategy. Today, finding qualified candidates on the labor market and, in addition they are talents, is not a simple task. The most engaging means to reach candidates must be distributed. Traditional recruitment is no longer enough.

Companies that continue to optimize their incoming recruitment strategy are well positioned to attract talented candidates and provide long -term free positions. In order to better manage the incoming recruitment program, it is highly recommended to use the recruitment software.

A solution for the following candidates can help human resources managers to animate their pools of candidates. It is time to pass the recruitment to the next level for better talents management!