Recruitment world is constantly growing due to people’s connectivity to technology.
Many of the companies have changed their processes adapting them to this new tech reality, looking for talent through actions in Social Media.
Now, companies have an active part in this process instead of waiting for candidates to reach them.
What is Inbound Recruiting?
A way of attracting potential candidates that fit with corporate values and are opened to new opportunities, through different marketing strategies such as: SEO/SEM, content marketing, social media, etc.
So, It is the candidate who feels attracted by your company, wishes to apply for the position and be part of the process.
Our Candidate Persona
The Company must have very clear which kind of candidates wants to attract (target), which the corporate image wants to communicate and set the post-recruitment strategies in order to hold the talent.
A Candidate Persona in SlashMobility could be:
Middle Designer Laura
Experience: 2 years in graphic design and 1 year in web design
Skills: graphic design, UX/UI, web design, Product design 360º and audiovisual composition.
Hobbies: cinema, photography, animation, soundtracks, ukelele and innovation.
Personal skills: creative, empathic, proactive, enthusiastic and committed.
Objetives: Using creativity as a main tool to propose ideas and develop designs in line with the company
Comments: She considers herself as a multidisciplinary worker; She would like to design products in a future.
So, Our SlashTeam is growing.
How do we do it?
We publish attractive offers with a special design full of pictures where the potential candidates can see us in our day to day work.
Candidates attraction is one of the areas where companies are working harder nowadays. So, in Slash, Marketing and HHRR departments are working together in order to implement the best Inbound recruiting strategies.
We bet on:
Our Slashgirl Esther Ferrer, from Talent department, is the author of this post.