In human resources, there are a few ways to get a position filled, and one is through inbound recruiting. A human resources specialist or hiring manager needs to understand this type of recruiting before they know if it is the right method for them. Knowing what inbound recruiting is makes it easier to set up a successful hiring process.

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Definition of Inbound Recruitment

Inbound recruitment is a human resources term that refers to a strategy for attracting the top talent to a job opening. It is accomplished through search engine optimization (SEO), content marketing and social media marketing. The content marketing could be articles posted on job search websites or the company’s blog. The SEO for the social media posts is developed through the use of analytical tools that find out which keywords people are using in order to come across the business or the job openings posted on recruitment pages.

Reasons Why a Company May Want to Use It

There are many reasons why a company may want to use an inbound recruitment strategy. The biggest reason is that it takes less effort on the part of the human recruiters at the company. The passive lead generation system can be set up by IT specialists who coordinate with the human resources specialists and hiring managers. The content marketing, social media posts and ads posted on employment and job-seeking networks do not require a lot of maintenance or intervention from the busy hiring managers and human resources team at a company. These inbound leads help narrow the funnel of applicants when a company posts a job opening. The hiring managers and human resources specialists can also use these passive systems to expand their talent pool if they are not getting enough of the right people applying for their jobs.

Key Steps in the Inbound Recruitment Process

According to Talent Lyft, there are five key steps in the inbound recruitment process. Those steps include setting up a passive system for recruitment, generating leads, narrowing leads into candidates, choosing qualified applicants from the candidate pool and hiring the top talent from the available applicants. The passive system begins with SEO, job descriptions, social media and referrals. Leads add to this with conversion analytics and branding. Email campaigns and application forms create the applicant and candidate pools. Interview kits, online testing and team-based interviews complete the recruitment process at the hiring stage.

How Technology Can Help With Inbound Recruitment

Artificial intelligence and machine learning are at the forefront of inbound recruitment processes. A lot of the largest employers in the United States are making use of software that generates leads and creates a funnel in order to send the most talented candidates to the recruiters. The software also analyzes application forms, conducts some of the verification and background check processes, addresses candidate questions and tracks an applicant through the hiring process.

Attracting the top talent in a competitive economy is a challenge. A company’s human resources department and hiring managers must hone their area of focus and concentrate their time, effort and energy on processes that will give them the best possible results. Understanding what inbound recruiting is could help these business professionals decide whether or not it is the solution for their needs.