The Inbound Recruiting Methodology

The best way of attracting, converting and engaging your candidates


Traditional Recruiting

The goal of Traditional Recruiting is to cover active vacancies at all times, with companies often following two strategies to do so:
  • Posting job offers on job boards and praying that a good candidate finds it
  • 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.

Inbound Recruiting

The best companies are no longer satisfied with sitting around waiting for the ideal candidate, and they know that they won’t come from a job board. With Inbound Recruiting:
  • They attract the right talent
  • They convert the candidates more effectively
  • They hire them faster
  • Above all, they engage them throughout the process
Inbound Recruitment is a technique that creates a system for continuously receiving qualified candidates, regardless of whether there are open positions or not at that time.

The Talent Clue Philosophy: Attract, Convert and Engage

The way people live and work has changed drastically
The workspace and schedule are no longer as rigid, salary is no longer what keeps employees motivated, rather it is the feeling of purpose, motivation and a great team. However, although people and the ways of working have changed… many companies continue to approach the talent as if they are frozen in time: the same way they did years ago.
Talent Clue proposes a different way of recruiting centered around the candidate.
Because successful recruiting cannot be reduced to simply posting openings on job boards and hoping that many candidates apply. Successful recruitment is focused on building a relationship between the brand and the candidate, and making the company attractive for them. Because people with talent are more easily attracted to companies with a great culture.
Our mission at Talent Clue is to help companies grow with the best talent as part of their workforce.
We want to help them change the way they attract, convert and engage their candidates. We simply want the world of Human Resources to be more… Inbound. This is a more human and empathetic way of approaching prospective candidates.

The Stages of Inbound Recruiting

Fases del Inbound Recruiting
Attract stage


Drive traffic to your career page and job offers. But not just any traffic, the right traffic, that which will be the best choice farther down the line. That is, your ideal candidate: you will focus all of your recruitment efforts on them.
In order to attract the perfect candidates, create content that is easy to find, adds value and communicates what it’s like to work at your company.
Employer Branding: Just like you worry about what your potential client’s perception is of your company, you should take into account the image you convey to your employees and to professionals in general. To develop your Employer Branding, you must define the culture of your company and keep it alive, discover what the talent wants, create your value proposition and spread it around in order to attract the right candidates.
Career page: Inbound Recruitment begins on the career page of your website. Just like you have a website to sell your product, you need a career page to sell your project and company to the ideal candidate. Your career page will be the center of your recruitment strategy. Optimize it with content explaining what it’s like to work there, your defining values, testimonials from happy employees, photos, videos, and everything else you consider relevant for convincing candidates that accepting your job offers is the best decision they could ever make.
Social networks: Your prospective candidates spend most of their time on social networks. Share content and relevant information on your social networks about what it’s like to work at your company and about your job offers. Connect with possible candidates and humanize your brand. Maybe your ideal employee is already among your followers!
Multichannel posting: Increase the visibility of your job offers with specific employment channels that go beyond conventional job boards. Job aggregators, vertical portals and universities will help your job offers reach many more candidates than just those who use traditional portals. Take advantage of them to make your offers go viral.
Convert Stage


Once you have attracted the right talent to your job offers, the next step is to convert these visits into candidates. To do so, you must convince them and make it easy to apply for your positions.
Some of the tools to convert visits into candidates are:
Job offers: When someone lands on your job offer, they should find themselves at a ood-looking page that explains exactly what the job is and convinces them to enter the selection process. What requirements are there in order to qualify for the position, what roles are to be performed and what benefits does your company provide? Complement all of this information with pictures and videos that give an even better image of what life is like at your company.
Forms: 48% of candidates that apply for a job offer withdraw due to complicated ATS forms (PotentialPark statistic). It is absolutely critical that the candidates have it easy and they can quickly fill in simple forms with the option of using their social networks for registration.
Mobile phones: 44% of candidates apply for job offers via mobile phones (Glassdoor). Keep all of these candidates in the application process with responsive job offers and forms that can be filled in via mobile. If the candidate is looking for work with a smartphone, you have to make it easy for them to sign up for offers as fast and comfortably as possible.
Receiving candidates: With the large amount of effective channels that will continuously provide you with candidates, it is vital that you have them sent directly to your selection processes in order to generate a centralized database from which you can interact with each candidate in different ways from a single page.
Hire Stage


Once you have attracted the best talent and have converted them into a candidate, you need to close the selection process and convert the best ones into employees, i.e., hire them, through the rapid management of your candidatures and communication that is both constant and personalized. How can you achieve this? A recruitment software will help you to automate this entire part so that you can focus on what really matters.
We suggest using the following tools to decide on candidates:
Talent Relationship Management: This enables you to manage all selection processes from a single page so you can screen and contact the candidates faster. Candidates are like customers: they are interested in working with you at the time when they apply for your offer. If you contact them after a week, they might have lost interest.
Automatic email replies: Send personalized messages to all of your candidates informing them of how they are moving along in the selection process. You will manage to stay relevant to them and guarantee they have a positive experience with you, your company and your selection processes.
Candidate database: Use filters and keywords to search among all of the talent you have managed to attract in your database in order to find the candidates you are looking for depending on your needs at any given time. A new vacancy doesn’t mean having to start from scratch: you have candidates that want to work at your company waiting for new offers, you only need to pass them on.
Reports: How do you know which channels attract the best candidates or the people you have hired? Analyze the success of your recruitment moves and your channels to capture talent and determine which areas you need to optimize for better results in the future, and which you should focus on strengthening because they are already getting you great candidates.
Engage Stage


Impress your candidates and employees during each of the parts of the selection process so that they promote your business for you. If candidates have an excellent experience throughout the selection process, even if you don’t hire them they will become loyal promoters of your company and will recommend you to their contacts
Candidate experience: Treat candidates during the process as if they were already employees of the company and you will get them to recommend you and refer other candidates to you, regardless if you have hired them or not.
Referrals: Everyone knows that referrals are an excellent source of talent. In order for talent to flow, your company’s employees should be aware of the job offers that are available and have a very easy way of sharing these offers among their contacts. Create a referral plan to guarantee a steady flow of qualified candidates.
Surveys: Knowing what your employees and candidates think will help you to improve your selection processes and, as a result, attract and engage the right candidates.

Wall of love

Many people already rely on Inbound Recruitment, take a look:

Arantxa Rojo - Tenentia
The future lies in reaching candidates through social networks and making it easier and more convenient for them to apply
Arantxa Rojo
Joana Rios - Grupo Rotonda
Recruiting is attracting, convincing and creating excitement!
Joana Ríos
Grupo Rotonda
Soledad Muxica - GM InSite
Digital media is removing the barriers between candidate and recruiter. We are living in a world that is increasingly digital: we are already applying the methodology! We recruit via web and social networks.
Soledad Muxica
GM InSite
Xavier Oliver - Equipo Singular
Employer Branding is key: knowing how to connect with the target talent you want to find.
Xavier Oliver
Equipo Singular
Equipo Singular
Ma. Cristina Morales - Next Challenge
Do you use technology or are you stuck in the past? Talent Clue is the alternative that improves the experience for you and your candidate. The technology exists, you only have to dare to try it!
Ma. Cristina Morales
Next Challenge
Next Challenge
Joana Sánchez - íncipy
As a company, I have to be equally as attractive to customers as I am to the talent.
Joana Sánchez
Isabel Iglesias - Etrania
Retaining talent is just as important as attracting it.
Isabel Iglesias
Fases del Inbound recruiting

Inbound Recruiting consists of using your employer brand to attract potential candidates to your company, instead of fighting to get their attention. By sharing content that is easy to find and worthwhile for your candidates, and communicating with them what it’s like to work at your company and your values, you will create a tool for attracting qualified individuals to your job offers.

Main Aspects:


Content creation

Create specific content for your candidates that shows what it’s like to work at your company and everything you can offer them to improve their careers. Publish it on the career page of your website and share it extensively across your social networks.
95% of candidates say that their first experience with a company is through a visit to their career page (Bernard Hodes Group)

Multichannel posting

Your potential candidates move in many different environments, both online and offline. Make sure to share your job offers and content at the places where your potential candidates are, on the channels where they prefer to interact with you.
79% of candidates look for jobs on social networks (Glassdoor)
Employer branding

Personalized answers

Not everything is attracting, you must also keep your candidates interested at all times and treat them as if they were customers. Creating a flow of continuous communication with personalized emails that inform them of the process is the way to establish and look after your relationship with them.
79% of candidates feel frustrated when they don’t receive information after applying for a job offer (Potentialpark)
Talent Pool

Candidate database

The Inbound methodology is the most effective way of building a database with a large number of qualified candidates who have come to you and shown interest in working at your company. Never again will you begin a selection process with zero candidates.
85% of candidates are open to a change in employment. (LinkedIn)
Talent relationship management


Focus on what adds value, such as creating the right content, sharing it in the right place and finding the right candidate. The creation and promotion of content and job offers, the management of processes and candidates, and the analysis tools, all in one place, integrated and centralized.
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