The Types of Engagement
Inbound recruiting creates a remarkable candidate experience through employer brand content and marketing strategies that help companies build relationships with top talent. By taking an inbound marketing approach to recruiting, companies can connect with passive and active job seekers, engage with their network, and delight candidates throughout the application process.
Power of your data
A comprehensive understanding and segmentation of your existing data. Identifying trigger points to know when candidates are likely to change jobs, when clients are looking to hire.
Optimising your website for the journey of potential candidates and clients. They may not always be ready to convert there and then. Tailored CTA’s and lead generating forms for specific content.
Using your expertise and knowledge of the industry. We help you build your online authority and the industry leaders and develop your USP.
Save up to 15 minutes per sales call with a stronger authority within the industry.
Informative information tailored to the stage at which your candidates are in their process of looking for a new role. Whilst delivering content to clients depending on where they are in their search for a new candidate.
Story telling more commonly comes in:
- Blog posts
- Salary Surveys
- Market Trends
- In demand skill sets
Be more inbound
Be more inbound with your marketing and use your existing database to move existing candidates and up sell your existing clients.
Not sure if this is right for you?
Ok, so you have clients in your database. You are on the PSL. The hard work is done. But you just don’t know when they are hiring, and your recruitment consultants are spending time with emails and calls.
But, what if we could create a process that automatically identifies when a client is likely to be looking. Deliver specific comms, generate the interest, and send it direct to your consultants inbox?
It’s time to schedule a consultancy call on the right.
You have a substantial database of candidates. But you don’t know much about them and you aren’t aware if and when they will be looking for a new role.
You need a way of communicating with this database to ensure these candidates arrive in your Recruitment Consultants inbox.
You need your CRM tool to have automated trigger points which your consultants can access to have instant access to candidates.
I find we spend most of our time talking about who we are and what we do. Our authority and reputation currently makes it hard to start conversations.
You have a database of clients and candidates. However, you are struggling to attract more candidates ad clients. A large part of your Recruitment Consultants time is spent business developing and not moving people to new jobs or being places on new PSL’s.
You want to free up your Recruitment Consultants time to focus on on placing candidates into new roles.