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2020 Recruitment Trend: Inbound Recruiting

Marie O'Sullivan

We’re all aware by now that a dedicated recruitment marketing effort is necessary for the fight for top talent today. Recruiters need to attract waves of talent to stay top of mind as an employer of choice and nurture their employer brand. While some organizations are still finding ways to kickstart their recruitment marketing strategy, those who have already successfully found their feet are uncovering a knock-on effect on the rise: inbound recruiting.

What if your recruitment marketing strategy’s impact was so significant that it led to talent not only taking notice of your organization but also encouraged them to reach out with their CV even when there are no vacancies available? Enter ‘inbound recruiting.’ Acting as a long term strategy for any recruitment process, inbound recruiting can no longer be ignored and will play a significant part in maintaining a strong employer brand over the years to come.

How can Video Interviewing assist Inbound Recruiting?

It’s hard to ignore the endless amount of HR and recruitment technology available today, and it’s no secret that such technology is the way forward in recruitment. In a candidate-driven market, the onus is on the employer to arm the recruitment team with efficient tools to keep a steady top talent streaming flow.

Many organizations have already initiated steps towards better recruitment while offering equal opportunity to all candidates. Video Interviewing has long been considered a tool that facilitates standardization and flexibility within the recruitment process. And, with 94% of candidates surveyed stating that they were satisfied with the Video Interviewing process and 80% agreeing that their opinion of the hiring company improved with the inclusion of Video Interviewing, candidates are certainly welcoming the technology and exiting the recruitment process with a favorable view of the organization.

Met with the ever-growing need to engage in innovation, organizations’ efforts are paying off with candidates expressing positive feedback, mainly when Video Interviewing is at play:

“My opinion has improved since the selection process. Sonru has allowed me to be interviewed in less than an evening, and the company has shown a creative side thanks to this innovative tool.” – Candidate in Italy.

“It shows that this company is on the way to digital transformation. This implies the future orientation of this company and makes an excellent impression regarding employer branding or as being an innovative company.” – Candidate in Germany.

“This shows that the hiring company is respectful of my time so that I don’t need to travel to complete the interview. It also highlights the fact that the company is looking at innovative ways of doing things and stay on-trend with disruptive technologies.” – Candidate in Ireland.

“It tells me a lot on how innovation is a big thing and how this company tries to improve themselves along with developing the brand and its employees.” – Candidate in South Africa.

So, what does this mean for inbound recruiting?

A positive recruitment experience motivates 97% of candidates to refer to other candidates, while 50% share their experiences on social media. It’s a well-known fact that the candidate experience matters most in the current recruitment landscape. If more candidates are presented with an opportunity to engage in the recruitment process due to technology such as Video Interviewing, regardless of location, and if they have a fair chance to present themselves to a potential employer, this suggests they are more likely to walk away with a positive outlook on that organization and its recruitment process. In turn, other candidates will be inspired to pro-actively seek out these forward-thinking employers and put themselves on the radar, signifying that your inbound recruiting strategy is bearing positive results and helping you to maintain the competitive edge needed to support your employer brand.

This article was created by Sonru Video Interviewing and included contributions and research gathered from Sonru clients and candidates between 2011 to 2020.