TONI GIMENO
Hello, I am Toni Gimeno, creator of the Inbound Recruiting methodology, Consultant and Trainer of Employer Branding, Talent Attraction and Professional Brand
I collaborate and train HR teams to apply Digital Marketing and Inbound Recruiting strategies to attract and fall in love with the best talent.
A LITTLE OF MY PROFESSIONAL CAREER
I started in the world of Human Resources and Marketing as a Digital Marketing intern at a technology selection consultancy called SNTalent, specialized in recruiting on social networks, when people still said that LinkedIn was not useful for recruiting.
I was one of the founders of Talent Clue, one of the main recruitment software in Spain, where I was leading the entire Marketing, Sales strategy and the Employer Branding and Onboarding part of the product.
In less than two years we managed to be one of the reference companies in the world of Recruitment, both in Spain and in Latin America, thanks to our Inbound Marketing strategy, conducting numerous webinars and ebooks and we were the first HubSpot success story in Spain .
My passion for Marketing, technology and people, led me to create a recruiting methodology, which I called Inbound Recruiting, where the candidate / employee is put at the center and helps companies to work on their employer brand (Employer Branding ) and its value proposition to the employee, to help companies be more effective in attracting talent.
In Talent Clue I helped more than 500 companies such as McDonald's, PepeJeans, Accenture, Volkswagen, Wurth, Telepizza, Securitas Direct, Iberdrola or Decathlon, to be more effective in attracting talent, to improve their Employer Branding and to implement software to automate all your processes.
Later I undertook again On my own, as an Inbound Recruiting consultant and trainer, and I have been implementing this methodology in companies such as Adecco, Amazon, CaixaBank, Spring Professional, Majorel (Arvato), L'Oreal, Primark, Salsa, Sanofi or Streamloots, allowing them to increase the number of registered candidates and their adaptation to the position and reduce the duration of the selection processes, while working on their Employer Branding.
And I have been lucky enough to be able to train on how to be more effective attracting talent to more than 6000 HR professionals and I have given more than 100 conferences and workshops on Inbound Recruiting and Employer Branding in several countries such as Spain, Portugal, Peru, Ecuador and Colombia.
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THE HISTORY OF INBOUND RECRUITING
All companies want to attract and hire more candidates, faster: they want to fill their vacancies with the best candidates, at the lowest cost and time possible. The problem is that there is a lag between what companies and Human Resources Departments want and the way they recruit and hire talent.
In 2013, we created Talent Clue with the idea of giving recruiters of all companies a tool to do their jobs better and automate tasks that add little value and waste a lot of time.
As more and more recruiters adopted the tool, we realized that now, we were saving them a lot of time, but that the techniques they used to attract the best talent and hire it were very ineffective.
THE ORIGIN OF THE INBOUND RECRUITING METHODOLOGY
At Talent Clue we were pioneers in Europe in implementing the methodology called Inbound Marketing. This methodology is based on making Marketing and Sales processes much more human. This is how we got our customers and followers to fall in love with our brand and get to know our software.
Eureka! It was then that we saw that companies should do the same with their candidates and employees.
Until now, most companies had only two options to get candidates:
1. Publish the offers in the maximum number of job portals
2. Search for candidates on Social Networks and contact them cold
These strategies no longer worked. People no longer review offers on portals and are less reactive to cold emails.
So we studied what the best technology companies, benchmark startups and large corporations were doing, and we realized that they effectively applied Inbound Marketing strategies to attract candidates.
INBOUND RECRUITING: THE MOST EFFECTIVE WAY TO ATTRACT, LOVE AND HIRE CANDIDATES
This is when we decided to create this methodology step by step, to explain how companies could attract talent to their companies thanks to social networks and Employer Branding, improving the candidate's experience and, in general, to humanize the selection processes. The Inbound Recruiting methodology was born.
THE TURN OF COMPANIES TO APPLY THE METHODOLOGY
So if the best companies do it and it is so obvious that it has to be done that way, why don't more companies do it? The reason is clear: because they do not know where to start and there is a giant disconnect between the Marketing and Human Resources departments of companies.
And this is where I decided, thanks to my knowledge of Marketing and Human Resources, to dedicate myself to helping companies to humanize their selection processes and to apply the Inbound Recruiting methodology.
And you? Do you want to attract talent that fits with the purpose, values and culture of your company? Well let's talk about how you can get it.
