More and more companies are aware of the importance that corporate culture has in the selection processes. It is no longer worth analyzing the skills and experience of the candidate, which fits into the culture of the company is also crucial.

Unfortunately, recent social discussions have shown that many employers still have quite a bit to do with successful recruitment communications. In addition to not remembering or understanding job applications, interviewers too often use interrogation tactics instead of interviews.

The fact that recruiters and marketers need each other, we have already written. Now we decided to figure out how to recruit a marketing strategy in their work. This time, using IT recruitment as an example.

Many are tiringly conscious of building the right CV. I'm writing this sentence because I'm a little jealous because my resume is one that's been created along the way. Some get a CV that shows that they have been at the same workplace throughout their lives, while others have ended up with 10 different employers in 20 years for various reasons. Such a resume scares many who recruit. "We cannot hire this person, he will stop within two years," they would say, then mark the applicant "out of date".

Human resources departments are changing exponentially. Traditional recruitment methods are giving way to new recruitment strategies, including Inbound Recruiting stands out above all.