Our take on a successful Inbound Recruiting Strategy
When it comes to outbound recruiting, the difficulty lies in devoting sufficient time and energy into finding, pitching and engaging candidates – Dover cuts down on the time it takes to source, schedule, and craft outreach through automation so that our customers can hire better candidates, faster. We've also done the same on inbound - here's how.
Over 75% of job seekers start their search on Google and according to Dover's data, 40% of hires made by our customers come from inbound channels. Inbound recruiting is clearly an important channel for hiring managers and teams, but it differs from outbound and referrals because it involves having candidates "come to you" through the touchpoints you use to attract talent and differentiate yourself in the market, such as your company website and job boards.
Notably, qualified inbound candidates are more likely to result in hires than outbound candidates because these candidates are actively searching for a role, and have demonstrated an express interest in your company. Despite this, we've seen that as a channel, inbound is often neglected and severely underutilized.
