--- title: Has Your Recruiting Caught Up to Today's Technology? description: Attracting the right candidates needs serious attention. Has your recruiting caught up to today's technology to incorporate inbound methods? image: https://www.trendingupstrategy.com/hubfs/Blog_Photos/shutterstock_181565354.jpg --- [![Trending Up - Logo - Horizontal - Color - Inverted copy](https://www.trendingupstrategy.com/hs-fs/hubfs/logos/Trending%20Up%20-%20Logo%20-%20Horizontal%20-%20Color%20-%20Inverted%20copy.png?width=210&height=70&name=Trending%20Up%20-%20Logo%20-%20Horizontal%20-%20Color%20-%20Inverted%20copy.png "Trending Up - Logo - Horizontal - Color - Inverted copy")](https://www.trendingupstrategy.com/) - [SALES-READY WEBSITES](https://www.trendingupstrategy.com/automated-sales-machine) - [SALES & MARKETING STRATEGY](https://www.trendingupstrategy.com/marketing-strategy-for-specialty-manufacturers) - RESOURCES - [BLOG](https://www.trendingupstrategy.com/manufacturing-blog) - [FREE RESOURCES](https://www.trendingupstrategy.com/manufacturing-marketing-resource-center) - [MARKETING ROI CALCULATOR](https://www.trendingupstrategy.com/roi-calculator) - [CASE STUDY](https://www.trendingupstrategy.com/conveyor-system-manufacturer-case-study) - CONTACT - [CONTACT US](https://www.trendingupstrategy.com/contact) - [CAREER CENTER](https://www.trendingupstrategy.com/career-center) - [FREE MARKETING ANALYSIS](https://www.trendingupstrategy.com/personalized-marketing-analysis-video) ## Smarketing Blog ## Has Your Recruiting Caught Up to Today's Technology? by [Benjamin Engel](https://www.trendingupstrategy.com/blog/author/benjamin-engel)![](https://www.trendingupstrategy.com/hs-fs/hubfs/Ben%20Author.png?width=35&name=Ben%20Author.png) April 29, 2016 - [Tweet](https://twitter.com/share) Each year *Fortune Magazine* publishes a list of [100 best companies to work for](http://fortune.com/best-companies/). 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. ![Attracting hte right candidates should be a high business priority.](https://www.trendingupstrategy.com/hs-fs/hubfs/Blog_Photos/shutterstock_181565354.jpg?width=320&name=shutterstock_181565354.jpg "Attracting hte right candidates should be a high business priority.")As Jim Collins, author of *Good to Great*, simply puts it, "Leaders of companies that go from good to great start by getting the right people ON the bus and letting wrong people get OFF the bus." Additionally, they do a great job of placing right people in the right seats. This ability to attract excellent talent and place new hires in the best position for their, and the business's, success. It is completely clear that attracting the right people to your business needs serious attention and an ongoing effort. So, what can you do to attract them if your company is not on the Top 100 list?  ## The Problem with Traditional Recruiting Traditional recruiting is expensive and time-consuming, with end results often ranging wildly from excellent to mediocre - an inconsistent, inefficient way to fill open positions. In a recent study conducted by the Society for Human Resource Management (SHRM), the **cost-per-hire for organizations below 1,000 employees was $3,079**, while **larger organizations had a cost-per-hire of $4,285**. Talk about a huge investment! ![Traditional recruiting is manual and time-consuming.](https://www.trendingupstrategy.com/hs-fs/hubfs/Blog_Photos/shutterstock_77426314.jpg?width=320&name=shutterstock_77426314.jpg "Traditional recruiting is manual and time-consuming.")Despite the fact that most companies have easy access to past applicants and various external databases filled with potential talent, traditional recruiting and utilizing these past applicants and databases is often *complex and ineffective at identifying the right candidates and placing them to the right seats*. This manual process increases the cost-per-hire and time-per-hire because of the excessive manpower involved in the recruiting process, especially in larger organizations. A recent [Gallup study](http://www.gallup.com/poll/188144/employee-engagement-stagnant-2015.aspx) has shown that only **32% of employees are engaged in their current position**, meaning that they have daily effort to perform detailed work and offer genuine ideas to help their organization meet customer demand and support business growth. What is even more startling is the fact that **51% of employees are not engaged in their current position**. With engagement issues and high cost-per-hire, what makes companies to still stick to the old recruiting methods? Since we know for a fact that the hiring process has evolved in the last 10 years, and **more than 70% of job seekers begin their search through Google,** it's clear that the recruitment industry is ready for a change. It's time to look at how your online presence - and the ability to measure engagement online - can help you to recruit excellent talent, fill your candidate pipeline for future hiring, and place more of the perfect candidates in the right positions. ## The New Method of Sourcing Talent – Inbound Recruiting It's a fact – your online presence can have an impact on your recruiting as much as it has on your marketing, sales and business development. It's time to tear down that Berlin Wall that stands between your marketing and HR departments; your human resources professionals need to work closely with your marketing experts in order to build a spotless online presence for your business - to gain both prospective buyers and prospective hires. [Inbound marketing](https://www.trendingupstrategy.com/inbound-marketing) has changed the process of customer acquisition for companies who are paying attention to their cost of customer acquisition; [inbound recruiting](https://www.trendingupstrategy.com/attraction-recruiting) is changing the way companies attract top talent. The biggest part of your [inbound strategy](https://www.trendingupstrategy.com/blog/create-relevant-content-for-measurable-marketing-strategy-results) is building your brand awareness. By investing your resources in activities such as blogging, staying active on your social networks, and other types of content and inbound marketing, you are building a database of followers that will not only be interested in your products or services – they may be interested in working for you, as well. By applying the same inbound strategy to your recruiting, you are able to save both time and money while employing people that are already familiar with your company and are proud to be a part of it. [![Inbound recruiting attracts candidates.](https://www.trendingupstrategy.com/hs-fs/hubfs/Blog_Photos/shutterstock_280691696-571450-edited.jpg?width=600&name=shutterstock_280691696-571450-edited.jpg "Inbound recruiting attracts candidates.")](https://www.trendingupstrategy.com/inbound-marketing) While it can seem as a completely new method, inbound recruiting has been in practice for years. In a [1989 study done by Cornell University](http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1398&context=cahrswp), the results showed that the** U.S job market was too competitive in order for most companies to secure bona fide talent**. That was long before the Internet was an option to raise talent and today the level of competitiveness in sourcing top talent is much higher. Using inbound recruiting, companies can tap into the power of Internet and online marketing to build their brand awareness which will not only increase their sales but make them a desirable place to work. Want to learn more about [inbound recruiting](https://www.trendingupstrategy.com/attraction-recruiting)? Jül can help! We apply inbound marketing methods and our data-backed closing methods in a unique way to create **[attraction recruiting](https://www.trendingupstrategy.com/attraction-recruiting), a unique talent aquisition method with engagement measurement. **Next week, I'll be writing about attraction recruiting and how it works for all indistries - especially hard-to-fill positions.   Topics: [Attraction Recruiting](https://www.trendingupstrategy.com/blog/topic/attraction-recruiting) ### About the Author: ### [Benjamin Engel](https://www.trendingupstrategy.com/blog/author/benjamin-engel) ![](https://www.trendingupstrategy.com/hs-fs/hubfs/Ben%20Author.png?width=100&name=Ben%20Author.png) Benjamin Y. Engel is the president and founder of Trending Up. His past experience includes the co-ownership and presidency of an overhead door, loading dock and window distributer, and portfolio company management and financial modeling with a private equity fund focused on buyouts and providing growth capital to small business and low middle market companies. He is a lifelong learner, lover of music, and coach to his kids and other business professionals, especially entrepreneurs. Benjamin is also a focused volunteer, focused on promoting, organizing and assisting with work that furthers entrepreneurship, financial literacy and homeownership in the Milwaukee community. [LinkedIn](http://www.linkedin.com/in/benjaminengel) [Twitter](https://www.twitter.com/benjaminengel) ## Something Powerful ### Tell The Reader More The headline and subheader tells us what you're offering, and the form header closes the deal. Over here you can explain why your offer is so great it's worth filling out a form for. Remember: - Bullets are great - For spelling out benefits and - Turning visitors into leads. ### About The Trending Up Blog On our blog, we'll share our passion and energy for strategy, inbound marketing, selling, and growing businesses. We hope you'll do the same! Here's what to expect from our blog: - The best ways to accomplish your growth goals - News & updates on the digital industry and what it means for you - How to keep *trending up*. 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