Advantages of Outbound Recruiting
Outbound recruiting is one of the two primary approaches that recruiters take to reach and hire a desirable candidate. It is a traditional method that involves posting on job boards or your company website.
While the world of recruiting continues to evolve and adopt new strategies, there are a number of advantages of traditional methods of outbound recruiting that cannot be ignored.
Let’s have a look at what outbound recruiting truly is and the advantages it brings over newer strategies.
What is Outbound Recruiting?
As mentioned above, outbound recruiting entails posting jobs on either the company’s website or on a job board. In addition to that, recruiters can also use specific web platforms that allow them to get in touch with a certain candidate pool.
For example, GitHub is a great place to meet programmers. Similarly, Medium and Behance are great ways to get in touch with talented writers and UI/UX designers, respectively.
Recruiters search for talented candidates and attract them to join the company by using emails, cold calls, advertisements, and events.
Candidates who are open to learning about open positions at a company or are ready for dialogue are the main target of outbound recruiting.
The way outbound recruiting is carried out is by creating an ideal candidate persona and creating a talent pool around that.
Advantages of Outbound Recruiting
1. More Specific Targets
With outbound recruiting, instead of sitting back and hoping the ideal candidate comes through on your application process, recruiters themselves can hunt down the perfect candidate on their own.
If you have a clear understanding of what you want in your ideal employee, outbound recruiting essentially allows you to find them. It would be a lot more challenging if you had to wait till the perfect candidate appeared on their own amongst a sea of people.
This is an especially notable advantage for positions that require a very specific skill set or for roles that require a high level of expertise. Recruiters are able to see better results by looking for one specific person rather than sorting through thousands of possible fits for the role.
2. Less Vetting Effort
While inbound recruiting involves less upfront effort, it still requires a lot of investment and effort during the vetting stage of recruiting. There are too many candidates that you have to analyze, interview, and then filter out amongst all your applicants. Outbound recruiting, on the other hand, requires less vetting effort.
Since the vetting process happens during the initial stages, you spend less time, overall, sorting and filtering through candidates because you already know who is and isn’t going to be a good fit for the position.
3. A Personalized Experience
The outbound recruiting process is a lot more personal than inbound. When your company is the one initiating a conversation with a candidate, it comes off as friendlier and more welcoming.
In addition, it also allows your company to build a good relationship with your potential employees right from the get-go.
This is one of the biggest advantages of outbound recruiting and why it is still a preferred method of recruiting for hiring managers. It creates many opportunities to engage with candidates on a human level rather than just checking resume after resume.
Tips for Successful Outbound Recruiting
There are going to be times when your outbound recruiting efforts will be successful in filling a role with a great new team member. There will also be times when your efforts don’t generate much response.
Below are three tips to boost conversion from your outbound recruiting efforts.
● Personalize. Customize your emails to fit the recipient and their needs. Make them feel important.
● Refine. Learn from your previous outbound recruiting strategies and constantly fine-tune your existing processes.
● Read data. Use data to analyze what’s working in getting a response from the right candidates and what isn’t.
Final Thoughts
Outbound recruiting requires persistence and patience. With this kind of recruiting method, you are essentially playing the long game. You have to reach out to numerous candidates to land that one person that will be the right fit. However, when you end up with the right employee, they will make it worth your while.
