Articles

Is The Future of Recruitment Inbound?

by Devid Smith Marketing Automation Services and Technology

It’s no news that hiring talent in a candidate-driven job market means putting aside our egos and focusing our efforts to meet the needs of the candidates. Nowadays, the candidate behavior pattern has changed tremendously and nobody wants to be “sourced”. This makes us seriously ponder upon the future implications of the traditional recruitment process as it slowly shifts toward us moving out of our corporate desks and boardrooms to engage and build a meaningful relationship with the candidates. Doing this successfully, will open our doors to the best of talent out there.

 

For candidates, applying for a job is a big personal investment and it takes time to turn them from a visitor to an applicant. Like marketers convert leads into sales, as recruiters, we must market our organization and sell our job openings to the aspiring talent out there. The tables have now turned- instead of them coming to us, we now have to go knock on their doors for hiring. Such is the future of recruitment- inbound marketing. 

 

Now, if you’re looking for inbound recruitment in Delhi or Pune or anywhere else in India, the process is the same- don’t rush into things expecting for quick results. It’s a long-term strategy and takes time before you can fully reap the long-drawn rewards of an inbound recruitment strategy. Just focus on tailoring your approach to every step of the applicant’s journey and measure the performance of your employer branding content, recruitment marketing campaigns and careers page. Now, this may seem like a lot of effort but its benefits in the long run- employer brand gravity, lower cost per applicant, lower cost per hire and improved quality of talent in the workforce, are hard to argue with.

 

Just like with inbound marketing, prospects are segmented into buyer personas- a fictionalized representation of your ideal buyers which marketers can use to more effectively target their content- the very same principles apply in inbound recruitment marketing as well. Crafting candidate personas here will help you guide your recruitment marketing automation strategy towards prospective candidates more effectively. Now that you have a candidate persona in place, you can begin to work on the candidate journey which you can understand better by mapping it out into discrete steps.

 

Candidates are now customers, thus by taking an inbound marketing approach to recruiting, companies can connect with passive and active job seekers, engage with their network, and delight candidates throughout the application process.

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About Devid Smith Freshman   Marketing Automation Services and Technology

0 connections, 0 recommendations, 20 honor points.
Joined APSense since, September 6th, 2020, From Gurugram, India.

Created on Apr 3rd 2021 13:16. Viewed 99 times.

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