INBOUND RECRUITING by Craig Fisher and Michael Rose Get the free ebook at http://inboundrecruit.com AN INBOUND APPROACH TO EMPLOYER BRANDING If you can demonstrate that you value your employees and showcase how truly great they are to the outside world, you can attract similarly great new talent to your organization. We've spent many years helping employers find their brand essence. It turns out that valuing your employees is one major key. Studies have shown that employees want to be valued nearly as much as they want to be well-paid. Your employees are your only true differentiator. Our Inbound Recruiting e-book shows you how to use inbound marketing techniques to attract the right candidates: Identify your ideal employee. Get your internal influencers to show their passion for their workplace. Write your job descriptions like marketing copy. Learn how the job market is changing. Download a copy of Mojo Media Labs Inbound Recruitment e-book and learn how to attract the right people to your workplace. Craig Fisher @fishdogs and Michael Rose @rmichaelrose presented at TalentNet Interactive to kick off SXSWi at Whole Foods Market HQ March 13, 2015. Applying an inbound marketing approach to talent acquisition can have an enormous impact on increasing the number of qualified candidates by enhancing your employer brand. Inbound marketing is promoting a company through blogs, podcasts, video, e-books, e-newsletters, whitepapers, SEO, social media marketing, and other forms of content marketing, which serve to attract customers. In contrast, buying attention, cold-calling, direct mail, radio, TV advertisements, sales flyers, spam, telemarketing, and traditional advertising are considered “outbound marketing.” Inbound marketing refers to marketing activities that bring visitors in, rather than marketers having to go out to get prospects’ attention. Inbound marketing earns the attention of customers, makes the company easy to be found, and draws customers to the website[4] by producing interesting content. Therefore, inbound marketing attracts only the right customers. Companies spend huge budgets surveying customers about their experiences, wants, and needs to ensure they are happy and keep buying. The best companies offer free tokens of their gratitude to customers and potential customers at the top of the marketing funnel to loop them into a community where they can be tracked and pandered to. Employees and future employees should be no different. Current employees want to feel valued. Future employees want to see that your current employees are valued. So market your company to your current employees on a regular basis. Survey them to see if they are satisfied and where your organization excels in giving them a good experience.Acknowledge them, challenge them, and give them new and interesting work. Download the ebook at www.inboundrecruit.com

1. CRAIG FISHER & MICHAEL ROSE
TALENTNET INTERACTIVE AT SXSWI 3/13/15
INBOUND
RECRUITMENT

2. #INBOUNDRECRUIT

3. YOU HAVE SOMETHING
YOUR COMPETITORS
DON’T
YOUR EMPLOYEES

4. FEELING UNDEREMPLOYED
OR UNCHALLENGED CAN
LEAD TO FEELING UNVALUED.

5. TREAT YOUR EMPLOYEES
AS YOU WOULD TREAT
YOUR VALUED
CUSTOMERS.

6. INBOUND RECRUITING IS TAKING A
TRIED AND TRUE INBOUND
MARKETING APPROACH TO
ATTRACTING THE RIGHT TALENT TO
YOUR COMPANY

7. YOUR CURRENT AND
PROSPECTIVE CUSTOMERS
WILL LOVE THIS TOO

8. ENGAGED EMPLOYEES HAVE
A LOWER RISK OF LEAVING
YOUR COMPANY.
WIN, WIN, WIN.

9. KNOW YOUR
TARGET
AUDIENCE

10. AT ITS BEST, INBOUND
RECRUITMENT MARKETING
CREATES A TRUE COMMUNITY
OF FANS OF YOUR CULTURE

11. NOW FEED IT

12. IF YOU CAN PROVIDE RESOURCES FOR
YOUR CURRENT WORKFORCE TO BE
MORE EFFICIENT IN THEIR JOBS, HAVE A
BETTER QUALITY OF LIFE, HAVE NEW AND
FUN EXPERIENCES ON THE JOB, AND A
PATH TO MAKE THEIR DAY JOB THEIR
DREAM JOB

13. GET THE RIGHT
CONTENT

14. IT IS INCUMBENT UPON YOU TO
CURATE ORIGINAL AND THIRD
PARTY CONTENT THAT HELPS
YOUR CURRENT AND FUTURE
WORKFORCE LEAD FULLER, RICHER
LIVES

15. BUILD YOUR LIST

16. CREATE A COMPELLING REASON
FOR PEOPLE TO WANT TO KNOW
MORE ABOUT YOUR CULTURE

17. WHEN YOU NEED TO
HIRE

18. IF YOU START A FRESH
SOURCING AND RECRUITING
EXERCISE EVERY TIME YOU NEED
TO HIRE, YOU ARE WAY BEHIND
THE CURVE

19. COMMUNICATION IS
KEY

20. THE WAY YOU DESCRIBE
YOUR OPENINGS SHOULD
REFLECT THE WAY YOU
FEEL ABOUT YOUR
EMPLOYEES

21. POSTING CORE VALUES
(CULTURE CONTENT) ON JOB
DESCRIPTIONS CAN BE THE BEST
ATTRACTOR OF THE RIGHT
PERSON

22. DELIGHT

23. IF THEY DO NOT RECEIVE OR ACCEPT
AN OFFER, YOU MUST STILL DELIGHT
THAT CANDIDATE TO THE POINT
THAT THEY WOULD ABSOLUTELY
REFER THEIR FRIENDS TO APPLY

24. BOOMERANGS

25. IF WE PLAY OUR CARDS RIGHT
THE BEST WORKERS WILL COME
BACK TO WORK WITH US AGAIN
AND AGAIN IN SOME CAPACITY

26. BE KNOWN NOT JUST AS A
GREAT COMPANY TO WORK
FOR, BUT ALSO AS A GREAT
COMPANY TO COME BACK TO

27. WWW.INBOUNDRECRUIT.COM