When the average time-to-fill can be as high as 35 days, making your candidate search more efficient is crucial.
A great way to make your recruiting more efficient is by expanding your target candidate and engaging with passive job seekers.
Nevertheless, your first step towards streamlining your recruiting efforts is choosing the right strategy. Typically, there are two major types of recruiting methods: inbound recruiting and outbound recruiting.
Both of these methods have their pros and cons. For example, outbound recruiting might be your default method but can take more time as it involves you locating and contacting candidates.
Conversely, inbound recruiting may take more time to start showing results but can provide you impactful long-term rewards.
To help you get started with your inbound recruiting efforts, we explain what this recruiting method looks like and some of the benefits you may expect by investing in it.
Is Inbound Recruiting Worth the Investment?
What Does the Inbound Method Look Like?
You might have heard the word inbound used before when talking about marketing. When it comes to recruiting, inbound methods look similar to inbound marketing efforts.
Inbound recruiting consists of the following steps:
First, you must attract job seekers, primarily passive candidates.
Once you’ve drawn in your target job seekers, your next step is converting those leads into candidates.
To do this, you must create a workplace that makes the candidate say, “I want to join this team!”
There are several tactics that an employer can take to attract new inbound leads that we’ll discuss later.
However, for now, this process is vital to growing your candidate network substantially. Having a decent candidate network is a beneficial resource in the long run because you can find talent in it quickly when recruiting in the future.
Benefits of Inbound Recruiting: Boosting Your Employer Brand
So, you may be wondering: how can I make my company more appealing to candidates, and is it worth it?
A key component of the inbound search method is prioritizing your employer brand.
The first step to consider when cultivating an employer brand is identifying your target candidate persona. By doing so, you can then create an employer brand that is appealing to that specific type of candidate demographic.
Since the average job-seeker is likely to look for resources to evaluate you as an employer, it doesn’t hurt to give them some good examples of your employer brand.
Some resources you can create when cultivating an attractive employer brand are engaging in social media and having an appealing website.
On social media, you can better engage with your community. Not only does this build relationships in your network, but it also shows candidates that you are active when it comes to community engagement.
Additionally, you can use your company website and social media to share employee testimonials.
Employee testimonials can be an excellent resource for any job seeker who is curious about what you’re like as an employer.
Plus, this can be a pretty persuasive resource that helps you attract passive job seekers.
Make Your Recruiting as Unique as Your Business
In the end, there is no recruiting method that is always better than another method.
Because each method is created to meet specific needs, you may find one more beneficial than another. Nevertheless, that perspective may change as your needs change.
A great way to create the best recruiting strategy for your needs is by partnering with a recruiting expert, like TruPath.
Not only will you receive custom staffing solutions, but you can also consult with TruPath’s team of staffing experts.
With a partner like TruPath, you can create the most efficient staffing strategy that targets your present needs without ignoring your long-term recruiting needs.
Are you looking for a way to improve your staffing efforts?
Contact the team at TruPath and receive a custom staffing solution that meets your needs today!