Inbound Recruiting: 7 steps to attract top talent

Each year, Fortune Magazine publishes the top 100 companies to work for. The list includes companies like Google, The Container Store, and DreamWorks Animation to name a few. The list covers industries ranging from technology to healthcare to consulting. All of these businesses have one thing in common: brand awareness precedes them. We are talking about Inbound Recruiting here.

For the public, their brand (and dividends) is like a siren allowing them to attract the best talent and it works. According to Jim Collins, author of the commercial bestseller Good to Great:

“Business leaders who go from “good” to “great” start not with “where” but with “who.” They start with having the right people on the bus, the wrong people off the bus, and the right people in the right seats. And they stick to this discipline regardless of the circumstances.”

A great team with a poor idea will do better than a mediocre team with a great idea. Focusing on attracting the right talent deserves serious attention and concerted effort.

Also to read: Inbound Recruiting: How do you attract top talent?

Inbound Recruiting for newcomers

So what can you do to attract top talent if you are a “newcomer”? First, recognize that 70% of job seekers start their search on Google.

Guess what happens when a potential candidate searches for your business on Google and doesn't see anything? Most likely... nothing.

If you don't have business profiles that are designed and optimized for social media such as Facebook, LinkedIn, and Twitter or a blog to show who you are and what you stand for, top talent will wonder if your business is an attractive place to be. The reality is that your online presence (or lack of it) has an impact beyond your sales, it also affects your recruitment. There is an increasingly blurred line between recruiting and marketing.

7 steps to build a solid and profitable recruitment campaign

1. Set goals.

2. Clearly identify the audience you want to recruit.
3. Have interesting resources to attract top talent.
4. Develop a Call to Action

5. Capture information about job candidates.

6. Cultivate prospective candidates for employment with Inbound Recruiting activities.
7. Measure and optimize your recruitment.

The goal of any solid recruitment strategy is to attract top talent who shares your passion for the purpose, vision, and goals of your business.

Inbound Recruiting is about creating magnetic content that attracts, educates, educates, entertains, and inspires current and future employees.

1. Define goals

Before diving in, it's important to prepare your team with the goals you want to achieve and your plan for measuring performance. Forget your quarterly hiring goals and become aware of what success looks like so you can prepare to measure data before and after your inbound recruiting campaign.

2. Define the audience you want to recruit

People, people, people. In fact, it's really only about your audience. What are your audience's concerns? So, whether you're hiring engineers, moms, or health professionals, it's very important to understand how you can make their lives better and easier before developing your recruiting campaign.

3. Have interesting resources to attract top talent

Inbound recruiting only works if people read your content. So make sure you have remarkable content! For example, create videos, ebooks, blog posts, blog posts, social media posts, and online brochures that differentiate you and say more than “it's a great place to work.” And also, what sets you apart? Give concrete examples to make these stories real! Finally, how does your business change the lives of people, the community, the world?

4. Develop a Call to Action

Once you've created your resources, you can promote them with a call to action. Make sure your calls-to-actions are clear and usable. Don't ask for the moon! Indeed, the simpler “the request” is, the more likely you are to have actions. Try using something like “Learn more” and remember to explain WHY someone should do what you ask. Your calls to action should be everywhere. For example on your website, blog, social networks, in your presentations, etc.

5. Capture information about job candidates

If your goal is to develop your recruitment pipeline, it is essential to create lead generation landing pages so that your prospects can learn more about your business. So, in exchange for the great content you've created or an interest in the proposed position, job candidates will complete the forms with their contact information.

Also to read: 10 tips for a top career space

6. Cultivate prospective hiring candidates with Inbound Recruiting activities

Take the time to present yourself and your brand to your audience:

1. Search engine optimization - Make sure you are found in the search results for relevant keyword requests from candidates.
2. blog - Show your expertise in your field, highlight your perspective to attract the right talent.
3. Social media - Inspire, entertain, educate, and inform your audience to build a deeper relationship and defend your brand. Indeed, using the power of social networks will allow you to source candidates for the future!
4. Email Marketing - Send targeted communications with great content to inspire, delight, and convert connections between employees.

Also to read: Social recruitment: 7 trends to watch closely

7. Measure and optimize your recruitment

Focus on increasing the number of qualified job seekers coming to your career site, turning them into active recruiting leads, and of course, increasing the number of top-notch employees that come from your inbound recruiting investment. As illustrated by Seeqle targeting solution, you know exactly how many candidates you can reach, how and where.

A final word on Inbound Recruiting

To attract top talent, your online presence should show WHO you are and WHY you do what you do. Every time a potential job candidate gets familiar with your brand, you want them to remember what you do, why it's important, and why it's unique. This needs to be reinforced in all interactions and communication. Believe it or not, top hires aren't just motivated by money.

They want to work in an environment that challenges them, with a clear purpose and with great people.

With an inbound recruiting strategy, you will help candidates to realize if they match your values and if your company can fuel their passion.

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