{"id":1848,"date":"2017-09-14T06:37:15","date_gmt":"2017-09-14T06:37:15","guid":{"rendered":"https:\/\/staging.miick.com\/?p=1848"},"modified":"2021-08-20T18:58:23","modified_gmt":"2021-08-20T18:58:23","slug":"what-is-inbound-recruiting-and-why-your-business-should-consider-it","status":"publish","type":"post","link":"https:\/\/miick.com\/what-is-inbound-recruiting-and-why-your-business-should-consider-it\/","title":{"rendered":"What Is Inbound Recruiting and Why Your Business Should Consider It"},"content":{"rendered":"\n

Last month, we worked with our friends at TMC Digital Media to address a major issue in the foodservice and hospitality industries. Recruiting. Finding, hiring, and retaining five-star talent<\/a> is one of the biggest challenges any business owner faces, and in reality, the industry doesn\u2019t matter.<\/strong><\/p>\n\n\n\n

As part of a guest blog on the\u00a0TMC website<\/a>, we talked about using modern methodologies typically\u00a0associated with marketing as part of the hiring process. In the post provided below, we analyzed Inbound Recruiting, why your business should consider it<\/a>, and how to use social media and inbound strategies to find and hire great talent.<\/strong><\/p>\n\n\n\n

*          *          *<\/strong><\/p>\n\n\n\n

Without much debate, a case can be made that a leader\u2019s number one job is finding and keeping great staff. Without much debate, finding and keeping great staff may be most leaders\u2019 biggest challenge. So, what to do?<\/p>\n\n\n\n

In my experience, what we\u2019re learning from Social Media and the concept of Inbound Marketing can really assist in this effort. First, let\u2019s review the basic concept of Inbound Marketing. From Wikipedia:<\/p>\n\n\n\n

\u201cInbound marketing provides information, an improved customer experience and builds trust by offering potential customers information they value via company sponsored newsletters, blogs and entries on media platforms.<\/em><\/strong><\/p>\n\n\n\n

Marketing strategist David Meerman Scott<\/a> says that inbound marketing allows marketers to \u201cearn their way\u201d into a customer\u2019s awareness rather than invading their awareness through paid advertisements.<\/em><\/strong><\/p>\n\n\n\n

The term \u201cinbound marketing\u201d was coined by HubSpot CEO Brian Halligan<\/a> and is synonymous with the concept of Permission Marketing<\/a>, a 1999 book by Seth Godin<\/a>.<\/em><\/strong><\/p>\n\n\n\n

Compared with outbound marketing, inbound reverses the relationship between company and customer. In fact, while outbound marketing is going to push the product through various channels, inbound marketing creates awareness, attracts and helps new customers with channels like blogs, social media, direct mail etc.\u201d<\/em><\/strong><\/p>\n\n\n\n

With this basic framework of inbound marketing defined, I\u2019m not saying leaders need to spend more time tweeting or posting on Facebook or Linked In. However, we DO need to take two action steps:<\/p>\n\n\n\n

Step 1: Share a Compelling Story <\/h2>\n\n\n\n

Stop posting job ads in a traditional format (look at your existing job posts please). In this social media age, \u201cnow hiring\u201d and sharing a list of tasks and requirements to get the job doesn\u2019t cut it.<\/p>\n\n\n\n

Instead, offer a compelling story about your company and the position you\u2019re attempting to fill. In fact, counter intuitively, what we\u2019ve found is that by making our story exciting and challenging, we raise the bar of expectations. We set the tone of an expectation of high performance for any applicant interested. Results? Two outcomes you won\u2019t expect tend to occur (in my experience globally).<\/p>\n\n\n\n

1. Like attempting to get in a great school or on a great team, employers end up with a waiting line of applicants regardless of the position we\u2019re attempting to fill.<\/p>\n\n\n\n

2. This outcome occurs regardless of the community, state, province or country in which we\u2019re looking.<\/p>\n\n\n\n

Make no mistake; the outcome needed is to fill jobs. The difference is this; instead of pushing a boring ad out to people already out of work, we\u2019re inviting people that are already working but not inspired to apply with us. Here\u2019re two examples of what I\u2019m talking about.<\/p>\n\n\n\n

Imagine the roll of a receptionist. What would you typically write? Here\u2019s some of what we offer in an inbound marketing \u201cstory\u201d:<\/p>\n\n\n\n

Example 1, a receptionist:<\/em><\/p>\n\n\n\n

\u201cImagine this\u2026 you\u2019re in charge! You\u2019re not just a receptionist; you\u2019re our Guest Ambassador! The waiting room you manage isn\u2019t a waiting room; it\u2019s the ESSENCE of a vibrant hotel lobby!<\/strong><\/p>\n\n\n\n

Imagine treating our prospective clients like guests! Welcome to TMC! The McPherson Companies!<\/strong><\/p>\n\n\n\n

If you\u2019re ready to smile more, laugh more and be part of a values driven, actively engaged marketing team, join us! If you\u2019re ready to be treated with dignity and respect, and treat our guests with tenacious care, join us! We\u2019re TMC!<\/strong><\/p>\n\n\n\n

If you\u2019re ready for less drama in your place of work, reach out. We\u2019re TMC!<\/strong><\/p>\n\n\n\n

The McPherson Companies (TMC) is purpose based and values driven. We live and breathe a business model that integrates our great marketing skills with a great guest experience!<\/strong><\/p>\n\n\n\n

Do we have your interest?\u201d \u2026 Etc.<\/strong><\/p>\n\n\n\n

Example 2, a manager of people development:<\/em><\/p>\n\n\n\n

\u201c\u2026Here\u2019s what you\u2019ll get from us:<\/strong><\/p>\n\n\n\n

You\u2019ll find us a vibrant foodservice equipment manufacturing company positioned in the highest regard of our industry! We work \u201cOn Purpose\u201d and we\u2019re values driven.<\/strong><\/p>\n\n\n\n

All that said, we\u2019re looking for the right person to serve as manager of team member development. We\u2019re 450 people strong and growing! Team is how we look at our people! Providing them an amazing place to work, supporting them and the company at the same time IS what this position is about!<\/strong><\/p>\n\n\n\n

It\u2019s a given that you understand and function clearly and effectively regarding all compliance issues with \u201cwage and hour\u201d as well as other elements of employment law. This means clean, clear file management at the same time you can hold the big picture regarding the role people play in company growth\u2026. \u201cOn Purpose.\u201d<\/strong><\/p>\n\n\n\n

Please apply if:<\/strong><\/p>\n\n\n\n

\u2022 Your attitude is more coach than cop; if you can model this coaching in Spanish as well as you do in English all the better! (fluent speaking, reading, writing in both languages is critical for this position for lots of reasons)<\/strong><\/p>\n\n\n\n

\u2022 You believe in ongoing learning and application of knowledge<\/strong><\/p>\n\n\n\n

\u2022 You model excellence and still see room to grow personally<\/strong><\/p>\n\n\n\n

\u2022 You want an active hand in building a dynamic business culture by design.<\/strong><\/p>\n\n\n\n

The right person in this position has the opportunity to evolve from manager to \u201cdirector of\u201d. Please send your resume along with a brief note sharing why you\u2019re the right person for this position.\u201d<\/strong><\/p>\n\n\n\n

These sorts of stories work in and outside of the normal job posting channels, no matter the venue \u2013 Indeed, Monster, Craig\u2019s List, etc. Now that we\u2019ve looked at a couple examples of what a compelling story can look and feel like, let\u2019s take a brief visit to step two.<\/p>\n\n\n\n

Step 2: Live the Compelling Story <\/h2>\n\n\n\n

Telling a story is far easier than living it. It may be your experience that finding good people isn\u2019t as tough as retaining them, and the reason may be here in step two.<\/p>\n\n\n\n

Ponder this for a second: How many times, in my own experience coming through the ranks, did I get a job I thought was going to be great, and within two days, existing staff members shared a different story than I was told in orientation? I end up realizing that what I thought I joined wasn\u2019t the experience I was promised. Ever been there?<\/p>\n\n\n\n

We can use inbound marketing all day long to draw great folks in, and believe me, it works. That said, without living what we market, those great folks leave fast. Why\u2019s this the case? Simple really, the strong players on your team know they can get a job anywhere \u201cpretty darn\u201d fast. They don\u2019t have to put up with mis-truths, and frankly, don\u2019t. What are you left with? C players.<\/p>\n\n\n\n

So, what needs to be done? For inbound marketing to really work, Step 2 comes before Step 1. The real work is figuring out the internal culture we want, the internal BRAND we really are, we really have, and marketing that. In this case, inbound marketing, or inbound recruiting, really, REALLY works<\/a>.<\/p>\n\n\n\n

If you\u2019d like to learn more about the innovative ways to broadcast your company culture and hire great talent with Inbound Recruiting methods, schedule some time<\/a> with Rudy today.<\/p>\n","protected":false},"excerpt":{"rendered":"

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