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Home » Outbound vs Inbound Recruitment: What’s Better? [Includes Strategies]

Outbound vs Inbound Recruitment: What’s Better? [Includes Strategies]

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The recruitment process is a task and cost-intensive process. And to make the best out of your resources, you should know which of the two- inbound or outbound recruitment is better?

However, there is no one-size-fits-all solution. That’s why we have broken down the process into different roles, various industries, and how they address their unique challenges.

So, let’s begin!


Difference Between Outbound And Inbound Recruitment Processes

Inbound and outbound recruitment processes are quite prevalent HR buzzwords. But what do they really mean?

Well, inbound means candidates come to you. You post jobs on job boards and other places, and candidates looking for jobs contact you.

On the contrary, outbound means you reach out to candidates. You reach the passive candidates who are not actively looking for jobs and make them understand the opportunity.

Here are two fundamental differences between the recruitment processes:

#1: Each Focuses On A Different Stage Of Candidate Journey

The candidate journey has 6 stages. Awareness -> Consideration -> Interest -> Application -> Selection -> Hire.

Inbound focuses more on the first three stages- awareness, consideration, and interest as it involves the recruiters continually attracting candidates to choose them as their next employer.

Outbound recruitment focuses more on you going forth and reaching out to candidates when you have a position to fill. You directly jump to the application stage and select the candidate as per the desired candidate persona.

#2: One Is Long-Term, And The Other Is A Short-Term Solution

Inbound is long-term, while outbound is a short-term recruitment solution. 

Inbound recruitment takes time as you need to build your brand and continuously grow your pool of high-quality talent. You need to keep sharing information with your target talent to be there when you need them.

Outbound, on the other hand, is considered a short-term recruitment process. Because you only use it when the need arises. 

Ideally, you must keep investing in inbound recruitment strategies from day one.


Inbound vs Outbound Recruitment- Which One Is Better?

There is no right or wrong method for any organisation. A simple way to solve the problem is to first search your inbound talent pool. If you cannot find the right candidate persona, opt for the outbound methods.

One of the most popular outbound recruitment processes is candidate sourcing. But again, there is no escaping the inbound recruiting. It is the best way to multifold your recruiting and hiring productivity.


How To Apply Inbound Recruiting Strategy?

Inbound recruiting is all about attracting suitable candidates to your job opening. 

So, the first step has to identify your specific hiring needs and open job positions.

Then write an excellent job description for the profile as it is the first thing your perfect candidate will read first.

Now starts the fun part. The next step is to figure out the ideal candidate persona. Think about your company culture and who would be a perfect fit.

Now that the picture is clear, it is time to attract the right talent. Let them know how perfect you could be for them. You can write blog posts, social media content and make videos introducing your team, showcasing your culture and employee value proposition.


How To Apply Outbound Recruiting Strategy?

The advantage of outbound recruitment is that it takes you directly to the application stage. But even this stage has evolved now and is not that straightforward.

You need to proactively and selectively search for candidates with the required skills, knowledge, or persona.

You can use candidate sourcing tools to scan databases, forums, social media sites, etc.

Attending educational seminars, conferences, and similar events is also an excellent way to maximise your reach. And when your efforts start materialising and you find your candidate, think about how you should approach them. 

An employee value proposition is essential because the candidate is already with a team and is not looking for opportunities actively.

Thus, do a needs-wants assessment for them in your mind and develop a proposition for them. Offer this proposition and convince them to join your team.Good Luck with your efforts! Cheers to excellent recruitment!

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