The new talents are due to the generalization of digitalization, mostly on social networks. LinkedIn of course but also Facebook, Instagram and Twitter. Recruitment on these media involves the construction of a medium-long term relationship with its audience and therefore its future candidates. Spending about 15 seconds on reading a resume, recruiters have little time left to write a personalized answer. How in these conditions establish a relationship in the long term of confidence with future candidates? The answer would appear to be in the DNA of recruiter 3.0. As a user of these networks, his understanding and mastery of these communication channels will put him in a position of equality with potential candidates. Because it will be part of the system, its legitimacy will not be threatened. He will also be able to find the desired candidates wherever they are, even at suppliers or in a competing company. The recruiter 3.0 is positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. He will also be able to find the desired candidates wherever they are, even at suppliers or in a competing company. The recruiter 3.0 is positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. He will also be able to find the desired candidates wherever they are, even at suppliers or in a competing company. The recruiter 3.0 is positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. 0 is thus positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks. 0 is thus positioned as a true network leader and web marketing expert. Conversion rate, sending emails via marketing automation, highlighting the candidate experience … the process tends to what is called ‘Inbound Recruiting’. Approach to strengthen the image and credibility of the employer while providing consistency to the various tools used by the recruiter, Inbound Recruiting relies in particular on the publication of articles that will be relayed to specialized sites as well as then on social networks.

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