Inbound Recruiting

Inbound recruiting is an HR marketing strategy focused on attracting candidates organically, rather than actively searching for them. Employer branding plays a central role by encouraging talent to take an interest in the company and apply to join it.

How does inbound recruiting work?

Inbound recruiting is typically broken down into four distinct stages:

1) Attraction: 
At this stage, job seekers are not yet familiar with your employer brand. The strategy begins with creating and sharing engaging content across various channels (such as social media and the company website) to capture their attention and spark interest.

2) Conversion:
This phase focuses on finding a tone and voice that reflect the organization and consistently publishing relevant content (case studies, blog articles, employee recognition posts, etc.). Over time, previously unfamiliar talent consumes more of your content and gradually becomes potential candidates.

3) Recruitment:
Your careers page and social media channels have now become a fertile ground for talent interested in applying, either for open positions or through spontaneous applications. At this point, it is time to review applications and identify profiles that could bring added value to your organization.

4) Retention: 
When a candidate sourced through an inbound recruiting strategy is hired, the organization gains a valuable employee who is already familiar with the company and naturally acts as a brand ambassador. These hires are typically easier to retain over the long term and are often culturally aligned with the organization’s values.