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Recruiting ROI Webinar
Inbound Recruiting 101: Employer Branding Tips to Hire Top Talent
Hannah Fleishman Recruitment Marketing HubSpot @hbfleishman
Recruiting was company-centric: • Classified job ads • Brochures • Billboards
THEN…
Recruiting is candidate-centric: • Glassdoor • Linkedin • Social media
NOW…
Today, 73% of candidates start their job search on Google.
Today, 73% of candidates start their job search on Google.
Why is this so important
for recruiters?
75% of professionals are
passive candidates. Employer brand
reaches talent that isn’t proactively
looking.
Recruiters who represent a strong
employer brand are 2X as likely to
receive responses from candidates
they contact.
75% of professionals are
passive candidates. Employer brand
reaches talent that isn’t proactively
looking.
Recruiters who represent a strong
employer brand are 2X as likely to
receive responses from candidates
they contact.
Attracting inbound applicants is critical. High-
growth companies won’t scale on referrals and
sourcing alone.
75% of professionals are
passive candidates. Employer brand
reaches talent that isn’t proactively
looking.
Recruiters who represent a strong
employer brand are 2X as likely to
receive responses from candidates
they contact.
You have to invest in telling your employer brand story to hire top talent today. Period.
What’s the bottom line?
That’s where inbound recruiting
comes in.
That’s where inbound recruiting
comes in. Wait, what’s inbound?
Inbound marketing matches the way people
shop and buy today.
Inbound recruiting matches the way people
find jobs today.
Inbound Marketing
Promoters Candidates Contacts
Inbound Marketing
Inbound Recruiting
Search Glassdoor
Social Media Job Ads
Jobs Site Content Forms
Calls-to-Action
Email Workflows
Applicant Resources
Surveys Can. Experience
Inbound is about building relationships through valuable content and helpful interactions.
Inbound is about building relationships through valuable content and helpful interactions.
recruiting
Inbound +
Recruiting
Inbound +
Recruiting
Inbound +
Recruiting
Inbound +
Recruiting
At HubSpot, 70% of candidates
are inbound candidates.
READY?
4 ways you (yes, you) can build your employer brand with inbound recruiting.
Today.
UNDERSTAND YOUR CANDIDATE PERSONA
1
Who is your company’s ideal candidate?
Who is your company’s ideal candidate?
Who thrives in your company culture?
Who raises the bar?
What traits do they have?
What makes them so great to work with?
• What were her motivations for joining your company?
• Which parts of her candidate
experience were amazing? Which were negative?
• What was her research process like? • What were her impressions of your
employer brand? • Was there any content she wishes she
had during the recruiting process? • Where does she consume information?
PERSONA RESEARCH
Attract the right people by deeply understanding your candidate persona.
CREATE HELPFUL, ENGAGING CONTENT
2
Fill in existing gaps in the candidate’s experience and answer questions.
Tell an authentic story about why your company’s a
great place to work.
Types of employer brand content:
• Employee profiles • Blog posts • Video content • Job descriptions • Photo content • Jobs site copy • And more!
FACT: 76% of candidates want to know
what their day-to-day would be like at your company.
SHOW, DON’T TELL, ON SOCIAL MEDIA
3
62% of job seekers visit social media channels to evaluate employer brand.
Find social
ambassadors
Do an employee takeover
Experiment
Employees are your #1 resource.
STAY ON TOP TALENT’S RADAR
4
How can we build relationships with people who aren’t ready to apply?
NURTURE top talent with
valuable, relevant interactions.
Ask for an email address using opt-in forms
1
2
2 Send contacts relevant content
Keep an open dialogue 3
Make finding a job more human.
1. Know and understand your candidate persona. 2. Create engaging content your persona actually wants. 3. Use social media and your employees to tell a story. 4. Nurture contacts before asking for a resume.
Start your inbound recruiting today:
1. Know and understand your candidate persona. 2. Create engaging content your persona actually wants. 3. Use social media and your employees to tell a story. 4. Nurture contacts before asking for a resume.
Start your inbound recruiting today:
1. Know and understand your candidate persona. 2. Create engaging content your persona actually wants. 3. Use social media and your employees to tell a story. 4. Nurture contacts before asking for a resume.
Start your inbound recruiting today:
1. Know and understand your candidate persona. 2. Create engaging content your persona actually wants. 3. Use social media and your employees to tell a story. 4. Nurture contacts before asking for a resume.
Start your inbound recruiting today:
The line between marketing and recruiting is changing.
Thank you!