#4 | How to Attract & Engage the Best Talent with Inbound Recruiting 🚀

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Inbound Recruiting, attract the right people

Our dream at Quared is to make every employee feel like an owner. And we have a step-by-step framework for it.

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How to Attract, Convert & Engage the Best Talent with the Inbound Recruiting Methodology

Before we start, this post is not only for recruiters but also for managers, directors or even CEOs.


Hiring is critical to every company’s future. Whether you’re a startup or a multinational company, you need the right people to grow your business. A company is not the plan it makes but the people it hires.


The best employees out there aren’t always looking for a job, and if they are, they might not be considering your company as a place to grow their career. That’s why recruiting is no longer an HR priority, but a business priority.


But we know that finding top talent is hard; the way people find, research, and apply for jobs has changed.


Companies used to be in control of the recruiting process, but now, over 75% of job seekers start their search on Google. So they choose us and not the other way around.


That’s why we need to change the way we recruit and attract talent.


Traditional Recruiting’s goal is to cover active vacancies at all times, and most of them follow two strategies to do so:


  1. Posting job offers on job boards and praying that a good candidate finds it

  3. Contacting candidates out of the blue via LinkedIn or by phone


This works for some companies. However, they are increasingly realizing that using the traditional methodology to find the best candidates for their teams takes longer and costs more effort and money.


The information we write in our traditional job offers or messages to candidates is not what interests and makes future employees engaged.


So, we applied the marketing techniques that work for attracting and engaging with our customers, into recruitment, to create the Inbound Recruiting Methodology.

1. What is the Inbound Recruiting Methodology?

It’s a full candidate-centered recruitment methodology that creates a system for continuously receiving qualified candidates, regardless of whether there are open positions or not at that time.


These 4 stages below help you attract the right talent, convert the right candidates, hire them faster and engage them throughout the recruitment process providing the best experience.

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How do we implement the Inbound Recruiting Methodology?


1.1. EMPLOYER BRANDING or the promise to our employees

Let’s start with 2 really short definitions.


  • Employer Branding: is the promise of the experience that someone will have working for us.
  • Inbound Recruiting: is the methodology to communicate this promise to the world.


So the first step is to define our Employer Branding. In a future post we will explain the step by step to define this.

The 3 key elements are:

  1. Your company’s purpose: why do you exist as a company

  3. Your candidate personas: the different types of professionals that you want to attract

  5. Your Employee Value Proposition: the elements that each of your candidate personas value about your company and that make you unique.


Once this is defined, we will have clarity on the promise of what it means to work for us. It’s time to let the world know about it.

1.2 CAREER PAGE: where you sell the product of working for your company

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Let’s do an exercise: List the 5 main reasons why you work in your company or why do you like it? You have them? Nice.


If I go to your company’s career site, do I see all those reasons there, in a way that I become excited to join your company?

That’s the goal of our career page. To make people excited to join our company.

So to create the best career page, make sure you show the following information:

  • Who are you? Why do you exist?
  • What makes you special: Your Employee Value Proposition
  • Why should anybody work for you?
  • How is it working in your company? Your day to day?
  • Real testimonials and photos of your people

Want inspiration? Check Streamloot’s career page

1.3 SOCIAL MEDIA: let’s make your future employees become fans of your company

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We use social media everyday for everything. When we meet someone, the first thing we do is check their Instagram or LinkedIn. And, from there, we draw our very first impression.


Same thing applies for companies. Whenever we find a company that’s hiring, we will go to Social Media to know as much information about it as possible to get to know if we’d like to work there.


So, whatever people see right now in your different social media channels is what they’ll believe it means to work with you


So, how can we make sure that the people that check our social media channels, become fans and wish to work with us?


General rule of thumb would be, show your company as if you were a person. In an honest way.


  • Show day to day examples: show moments and different initiatives or everyday stuff that your people love about working in your company.
  • Testimonials: give voice to your employees and let them explain why they love working with you and how their job is.
  • Culture: show what it means to work for your company, your rituals, meetings, afterworks, whatever you think it defines the culture of your company.
  • Interesting content: if there is a post, meme, video, etc. that people in your company shared and loved, share it as well in your social media channels to attract people alike.


Do you need inspiration? Check HubSpot’s Instagram


2.1. INBOUND JOB OFFERS: Don’t explain what you want, sell why is the best place to work

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Your job offer is like a product in an ecommerce store. It has to be attractive if you want people to buy it.


Right now, they look more like a technical description rather than a beautiful product selling an experience.

We want people to become excited when they read our job offer.

How to do it:

  1. Start the job offer explaining the 2 main reasons why someone would love to work in that position and in your company.

  3. Don’t describe the company, explain its purpose instead. Don’t write that you are the company leading your sector, or similar things. Reading job offers, it seems all companies are leaders in their sector.

  5. List all the emotional benefits that the people that work in that position value the most. Could be things like learning, challenge, fellowship, impact, technology…

  7. Explain the requirements like something they need to succeed in the role and not something you demand.

  9. Explain the task like missions and what you want to accomplish.


Bonus tip: Add a video from the manager, a colleague or even yourself explaining the opportunity. One video is worth a million words.

2.2. SOCIAL RECRUITING: reach candidates in a human way

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After building a brand in social media and being attractive, we can reach candidates to let them know the opportunity we have for each of them directly.

But we will focus on why this is interesting for them rather than asking for an interview.
The same tips from the job offers apply. Focus on explaining the benefits and if you can do a personalized video explaining why you chose them specifically, you will have much better chances to get to talk to them.
The most important thing is that they feel special and they feel you took the time to analyze their profile.


3.1. CANDIDATE EXPERIENCE: Deliver a wow effect to all your applicants and candidates

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People don’t remember what you said, they remember how you make them feel. And first impressions matter.


How many people apply to your job offers monthly? Quite a lot right? Are they having the best experience possible?


When they get your first email confirming you received their application, does this email produce a wow effect? Do they wish from that email to be part of your company?

Communicate in a warm and engaging way during the whole recruiting process. They have to see your culture from those messages. And don’t be afraid to over-communicate, seriously. The more informed they are, the better.

Remember: the first experience your employees have with your company is in the recruiting process. Make it memorable.

3.2. TALENT COMMUNITY: Develop a pool of talented people that want to join your company

The same way Marketing and Sales people have a database of leads they nurture to generate opportunities, you have a database of people that once wanted to join your company.


You could just hire one, but the rest of them are still in your database, and maybe in the close or far future, they could become the perfect person for your company. Or they could know someone who is perfect for your company.

Most companies abandon all these candidates and keep paying job boards to receive the same candidates they already have in their database.


So, how could you maintain an updated database and hire from it?

  • Send a monthly newsletter segmented by department with: a) a couple of the most interesting articles for that segment, b) a couple Employer Branding news or posts about your company c) The current job offers you have right now.


  • When you open a new position, the first thing you should do is search in your database and send a really cool email to the candidates that match your criteria inviting them to apply or refer someone.


  • Make them feel special for being in your database and from time to time, ask them to update their cvs so you can offer them better opportunities.


REFERRALS AND AMBASSADORS: Let your employees attract their future colleagues

The best thing for any product or service is to have word-of-mouth of their users. Same here. Recruiting is not an HR job. Is everybody’s job.


Also, people who join a company referred by an employee, stay longer in the company and have higher performance.

Why should our employees care?

Each one of them wants to work with the best people and professionals. In order to do so, we cannot just rely on HR to attract them. It’s in everybody’s best interest to become Employer Brand Ambassadors.

What we can do as managers or HR professionals is to facilitate the process:

1. Explain to the teams why it is important for them to share Employer Branding content and their department job offers. You know why by now.

2. Send them shareable content and encourage them to share moments of their day to day in their personal social media or LinkedIn.

3. Make it really easy for them to refer people and to keep track of their referrals’ progress. HR software can help you here.

4. Recognize publicly the employees that refer people and share EB content. Gamify the rewards based on participation or referrals hired.

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This is an overview of the main points of the Inbound Recruiting Methodology to attract, convert and engage with the best talent.


The global idea is to treat your candidates as if they were your customers.

If Marketing and Sales apply these strategies in order to sell their product and services, why shouldn’t you try to apply them to sell working in your company?

Seriously, by applying all these 4 steps, your candidates will be so delighted that they will act like your brand ambassadors and promoters and you will have a system in place for continuously receiving qualified candidates.

Be an Inbound Recruiter.

We discussed all of the above in our last Quared Masterclass!

“Make a life, not a living”
Alex, Miquel & Toni

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