Nowadays, things move more quickly than ever, people are better prepared, and competitiveness between companies is intense. In the current landscape, the traditional way of recruiting employees – contacting them one by one or publishing general job offers – is no longer enough.
Apart from the time and resources they consume, traditional hiring processes do not guarantee that the ideal candidate will answer your call. It is therefore hardly surprising that many companies struggle to find qualified employees.
This is where Inbound Recruiting as a methodology to attract talent emerges. One of any company’s main goals is to integrate the most qualified candidates in their work teams, and this revolutionary approach makes it easier to continuously attract the perfect candidates; candidates who will make the difference in a company’s business.
What is Inbound Recruiting?
After this introduction, you may be wondering what Inbound Recruiting is exactly. This advanced recruiting methodology starts by placing the focus on the candidate and adapting the strategy to the status quo.
The Inbound Recruiting technique focuses on attracting the most suitable talent for your company by arousing the candidates’ interest in the company in order to hire them at the right time.
Wages and working conditions are no longer the most important thing to employees. People who are really involved in their jobs also want to feel motivated and that they are part of something they believe in – and this is what will provide more value to your business. It’s not only about the titles and qualifications your candidates possess, but about their true involvement in what you do together.
Features of Inbound Recruiting
The main features of the Inbound Recruiting methodology, which will allow you to capture the ideal staff for your company, are very specific and guarantee positive results. Here is an overview of these features:
The focus is always on the candidate
The techniques of the Inbound Recruiting methodology are completely focused on the candidate applying for the job. The company takes care of generating empathy and creating the most attractive environment possible, thus arousing the interest of possible candidates.
During the process, the candidate must always feel comfortable, motivated, and valued, so that their desire to get the job goes beyond simply being hired; they are choosing your company because it is your company, and because they really want to be involved with it.
That is the key of the Inbound Recruiting methodology: being interested in the candidate so that the candidate is interested in you.
“Candidate persona”: the company must offer an image that suits the ideal candidate it wants to hire
Nowadays, sitting and waiting for the ideal candidate to knock on your door is a pipe dream. There are a huge amount of offers and people have many options to choose from.
It is paramount to use social networks and to create a job portal on the company website, where visitors and potential candidates can register. In short, it is important to consider the online brand. In order to get the people you are looking for to register – and to filter out uninteresting candidates – everything must be designed with your ideal candidate in mind: the registration page, the forms, the promo videos, etc.
But first, we must define the ideal candidate’s features and skills. This is what we call the “candidate persona”. It involves developing an outline of the perfect candidate for each recruitment process, and it is extremely effective. During this exercise, we must bear in mind that diversity boosts innovation. For example, if we recruit clones (a very common mistake), we will end up with working teams in which all members think the same. For this reason, we recommend recruiting people with their skills and potential in mind, and not just their experience.
An efficient recruitment process that is adapted to modern times
Implementing the Inbound Recruiting strategy attracts the appropriate talent and engages the most suitable candidates according to what each company needs at the time.
This allows companies to hire people in a smart way and makes it easier to hire and subsequently onboard the ideal candidate in their job.
Once a company applies and uses the Inbound Recruiting system, expenses can be reduced by up to 85% compared to traditional recruiting systems. And the result also maximizes the ability to hire the right people.
Broad range of communication channels
As we have already mentioned, social networks are an endless source of possible candidates. Not only do they enable you to find people who know your company through what you share, but they also allow you to track their profiles.
Inbound Recruiting uses channels such as LinkedIn, Facebook, Twitter or Instagram in the most efficient way and, thanks to candidate segmentation, the process is far more satisfactory for both parties.
Stages of Inbound Recruiting
All these features unleash all their potential during the four stages of Inbound Recruiting:
- Attracting visitors to your recruiting webpage.
- Turning visitors into suitable candidates for the company.
- Hiring the ideal candidate.
- Motivating all applicants, which will have an impact on your company’s image.
After this, you should ask yourself the following questions: What makes your company different from the rest? What growth opportunities are you offering your employees? What makes the ideal candidate want to work with you and not with the competition?
Giving these questions your best answer is also important for arousing the genuine interest of that ideal candidate you are looking for.
You don’t know where to start? It’s very easy.
Have a look at our recruitment software and devote your time to continued growth while we help you find the ideal candidate.
Five examples of effective Inbound Recruiting
The Inbound Recruiting methodology has been being developed for many years in countries such as USA and some European countries, primarily Germany and France.
Large companies’ success stories confirm the effectiveness of this recruiting system, which will undoubtedly be one of the key things that will make companies stand out.
1. Google: the importance of creating empathy
US giant Google is known for its innovative techniques, also with regard to its employees. Inbound Recruiting is one of the secrets of its exceptionally astonishing growth.
Google creates empathy and has developed an image that leads employees to contact the HR department without prompting. Also, employees have their own voice, contributing what they think needs to be implemented (with regard to working hours, atmosphere, activities, etc.).
This case is a great example of keeping the employees’ interest by focusing on their comfort and motivation.
2. Decathlon: digitalization and segmentation
French chain Decathlon provides an example of how a company grow when it recognizes the limitations of the traditional system in time and switches to the Inbound Recruiting methodology.
Every time there was a job opening in the past, the HR team had to perform a slow and costly selection of every CV they received, which did not always come from candidates who were suitable for the positions.
By digitalizing and automating a large part of the process using the Inbound Recruiting techniques, Decathlon created a segmented database with the best possible candidates, which they could access when needed.
3. Apple: attractive brand image
Apple is another good example proving the effectiveness of creating an extremely attractive brand image and applying Inbound Recruiting to attract qualified staff.
They obviously get the best talent. They offer an attractive job website and forms, as well as motivating each employee and helping them progress in their career.
4. McDonald’s: internal promotion, flexibility and motivation
A few years ago, this well-known fast food chain decided to change both its image and its strategy. They changed their corporate colour from red to green and started focusing on offering a very positive image of the company as a workplace where employees can grow professionally, by implementing the Inbound Recruiting strategy.
Through their “three F’s” (Family/Friendly, Flexibility and Future) McDonald’s presents itself as a company worth applying for a job in, with internal promotion possibilities, flexible working hours and a focus on each candidate’s personal motivation.
5. Tesla: empathy leads to conversions
Not only does this latest generation of car brand invest in the most advanced technologies, but it also applies this to all areas in the company. They have, of course, also applied the Inbound Recruiting methodology in HR.
With well-established and very well-advertised corporate values, working for Tesla is a dream for many people. This fact allows the company to capture and onboard the best talent.
Through the “Working at Tesla” section on their website, they openly share with their candidates how the company works and what they can expect working at Tesla. That enables them to generate a great deal of empathy and conversions.
These big corporations can serve as an example to any company. Regardless of size, a company that uses traditional recruiting methods is using human, financial and time resources that are not adapted to the current situation and increasingly show their shortfall.
The Inbound Recruiting methodology is therefore suitable for any company that wants to grow, as it can be used to attract, involve, and hire ideal candidates. This provides undeniable value in building the company’s success.
If you would like to learn more about recruitment processes based on this and other ground-breaking methodologies, visit our recruiting portal. Here you will find interesting resources, such as a guide to boost resilience or a comprehensive checklist for recruiting technology buyers. Always learning with Cornerstone.
This blog was orgininally published in the Cornerstone Spanish blog.
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15 Tried and Tested Competency-based Interview Questions
Creating a meaningful competency framework or model is about identifying the key abilities required to improve performance and achieve success. It's why competency management touches many different talent management processes, including talent acquisition. And when it comes to assessing whether a job candidate has the competencies that align with your organization's needs, competency-based interview questions can really help. For example, if your company's life blood is its focus on customer support, then you better make sure that the candidates you are assessing possess the kind of skills required to deliver outstanding customer service and support. The same principle applies for other competencies that might be core to your company's success such as innovation, collaboration, or adaptability. 15 Real-World Examples of Competency-Based Interview Questions We recently asked our customers to share some examples of competency-based interview questions that they've used to predict the future performance of a candidate. Here are 15 questions they shared with us. Customer Orientation What was your most challenging customer service moment, and how did you make the customer satisfied that they'd been heard? Please share an example of when you went above and beyond for a customer. Initiating Action Talk to me about a time when you initiated a people process or program that was successful in your organization. Why did you believe your organization needed the program and what steps did you take to initiate and develop the program? Continuous Learning Tell me about a time you created an error. Tell me what you learned. What was your last work related mistake? What did you do after the mistake? What could have been done to prevent the mistake? What did you put in place, if anything, to avoid making that mistake again? Have you ever championed a process or a program that failed to take hold in the organization? What steps did you take, and how would you change your approach the next time so that your organization would integrate the initiative? Adaptability Tell me about a time when you were faced with a challenge and you were unable to meet the deliverable. Tell me about a time when you were working on a project and things did not go as planned. How did you complete that project? What have you done when you have run into significant obstacles or barriers that were blocking you from what you were trying to accomplish? Give a specific example that captures your approach. Collaborating and Valuing Difference Please describe the most recent thing you have done at work that demonstrated your willingness to work with others. In order to create a spirit of teamwork and unity, how do you show appreciation for diverse backgrounds and talents of others? Tell me about a time when working as part of a team seemed like a challenge and how you overcame the obstacles. Stress Tolerance Describe a project that had a lot of moving parts and how you handled it. What was the most difficult day EVER on the job (can be any job you've had), why was it the most difficult day and how did you handle it? Operational Decision-Making Tell me about a time when you did not have all of the information you needed to complete an assignment or project. How did you proceed? A big thank you to our customers who are always so generous with their experience and expertise. In particular, to the following customers whose questions were used in this article: Aircastle Advisor Bank of Queensland Builders Mutual Insurance Company CGB Enterprises ECI H.O. Penn Machinery Co. Kershaw Health, Killian Construction Co. Mag Pellet Richland County Public Library SGT Inc. Solix Inc. Southern Careers Institute Southern Management Corporation Swope Health Services
PROFILE OF THE MONTH: Andrea Sennett
It is becoming a great tradition to tell the stories of some of our amazing team members in the blogs under the umbrella “Profile of the month”. We kicked off with Sarah Spence, sharing with you all her incredible successes within the business. After that we had Gary Evans who spoke up about gender balance and how he manages modern challenges as a team manager. And now, I am delighted to introduce you to Andrea Sennett, Senior Content Partner Manager, EMEA, who has been part of the Cornerstone family since 2013. Hope you enjoy this conversation between Andrea and myself. I’m responsible for… acquiring new partners in the content ecosystem and ongoing management of our Content ecosystem in EMEA. I got here… thanks to Gary Evans! He used to be my client in the olden days when I was at Thomson NETg and he was at Direct Line (20 years ago!). He pinged me an email on LinkedIn pretty much 7 years ago and you know the rest! My typical day… it’s so diverse. I can be talking to potential new partners, handling pricing negotiations with our partner network, speaking to internal teams about what we offer, working with Content Operations’ to get partners ready for sale or presenting to clients! Not one day is the same as the next and that’s what I love about it! My most memorable moment… shaking Princess Diana’s hand as she opened a hospice when I was 11 years old and went to see her with school. Closely followed by sitting less than 5 meters way from Bill Clinton at a charitable dinner. The worst and best part of the job… honestly, I adore my role here. As naff as it sounds… I am going to say the worst part is having to use Salesforce! Clearly the best part to me are the people. Pretty much everyone I work with internally and externally are simply awesome. My funniest/worst and best trait… my dislike of bad manners 😊 and I am not afraid to tell someone when they have been rude! My best trait is tenacity and willing to have a voice. Watching Adam Grant I realised why I am so very often underestimated… I am a ‘Disagreeable Giver’ and proud to be one! How come you’re so good at giving presentations? I know what I don’t want to listen to, and I try not to put others through it!! People buy from people and even though I am not in direct sales that fact has always stuck in my mind. I work to understand my audience and aspire to never read a deck, only have it as a background filler! I like to tell a story. Why do you think W@C is an important network? I was told early in my career: “You need to realise life isn’t fair”… My response, “It doesn’t mean I can’t aspire for fairness!”. At the time, that moment taught me that speaking out like that was actually a career limiting move for me! Fairness in my mind comes from the heart of everything in life, not just being female. To have a network like W@C that I can be part of to channel that voice and progression towards fairness gives us a collective voice and helps us to be heard. If you want to join the Cornerstone family, check out our careers page and apply for your dream job today!
2019 Nucleus Research talent management value matrix
As organization's look for new and better ways to engage their employees, foster cultures of continuous learning and development, and build agile workforces of the future - technology certainly plays a big role. But evaluating talent management technology providers can be challenging. Who will deliver the most value for your investment? Cornerstone named a talent management technology "leader" In the 2019 Value Matrix, Nucleus has assessed select talent management vendors based on their product usability and functionality as well as the value that customers realize from the capabilities of the product. "Cornerstone OnDemand continues to be a “one stop shop” application for all facets of talent management." Investments in machine learning and predictive analytics have contributed to Cornerstone's leadership position in the 2019 Value Matrix. The use of machine learning allows the Cornerstone clients to regularly analyze employee information and learning activity so that they can deliver relevant content aligned to personalized learning journeys based on platform recommendations. You can that see Saba Software, who Cornerstone acquired in April of 2020, is also placed in the “Leader” quadrant, further solidifying our place as an industry leader and value-packed solution provider. Download the report and see why Cornerstone was cited as the top leader for both usability and functionality in the 2019 Talent Management Technology Value Matrix!