Imagine this scenario: a hiring manager calls you up to let you know that an employee has given their two-week notice. ‘Fill out this new employee acquisition form,’ you tell the manager. And then you hear nothing for two weeks while the hiring manager scrambles to get all the necessary approvals and signatures for the replacement. Once everything is signed, you start recruiting for the open position - in IT.

You may have heard the term inbound recruiting in HR circles in the past few years. But do you have a good understanding of what it is, why it’s trending, and how it could change the way you do your job as a recruiter? Today, I’ll dive in and give some grounding to this new term and how inbound marketing for recruiters changes the way you recruit for hard-to-fill, high-volume open positions.

As you're reading this, there are millions of HR recruiters pouring over hundreds of resumés struggling to find the right candidates to fill their open positions. Globally, 38% of employers are having difficulty filling jobs. 

The talent shortage is only expected to rise, putting increasing pressure on recruiting teams to source and hire highly-qualified candidates. 

It's time to ask yourself if your current recruiting strategy will attract, engage, nurture, and hire top talent, ensuring your company stays competitive and maintains serving clients? Attraction recruiting is the alternative to ineffective traditional recruiting methods.

Each year Fortune Magazine publishes a list of 100 best companies to work for. The list contains industries from IT to insurance and consulting with companies such as Google, ACUITY Insurance and Mayo Clinic. For an untrained eye, it might seem that these companies do not have much in common; and yet, something behind their names keeps many jobseekers wanting to be a part of them.