What is the difference between Outbound vs Inbound Recruitment ? While most of you might know this already, it’s important to know which model is the right one to use in a situation.
Inbound recruitment tends to rely on talent coming to the recruiter. In Outbound recruitment, the recruiter tries to reach out to potential employees. This is the top-level view.
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Outbound vs Inbound Recruitment
These are the differences in their candidate selection and alignment and how they impact the employer brand.
Process of Candidate selection:
Inbound recruitment attracts the most qualified candidates who are a good match for the job. Although this is a good start, it still doesn’t cover all the candidates who could be qualified for the position. Outbound recruitment, however, allows you to add to the candidate pool by targeting candidates directly.
This includes candidates with specific skills and experience, candidates who aren’t actively looking for a job, or candidates who may not have been aware of an opening but are open to discussing a potential new opportunity. You wouldn’t have access to these candidates if you only used inbound recruitment.
Process of Candidate alignment:
Inbound recruitment alone can put you at a disadvantage when finding the right candidate. Both the employer and the employee are at risk. Both parties will often choose to move forward in both cases, even though the alignment may not be perfect. This is what outbound recruitment changes.
This allows recruiters to be more creative when searching for the right candidate, especially if they are looking for someone who will play a crucial role in the organization. This helps employers understand the future career goals of candidates.
This case involves the methods and skillsets of your recruiters. Outbound recruiting requires strong sales skills.
Enhance Employer branding.
Outbound recruitment is a great way to increase your employer’s brand awareness among candidates with unique skills and experiences relevant to your company. It’s like the difference between sales and advertising. Advertising can reach many people, some of whom might not be potential targets for your company.
Advertising messages are “one-size fits all,” meaning they can’t be tailored to each individual. Inbound recruitment can be described as advertising. Outbound recruitment is more like selling. Although you reach a smaller audience, they are more targeted because they are qualified prospects.
This means that your company’s message is likely to be of particular interest. Salespeople can customize the message for each prospect, which is a big difference from advertising. Outbound recruitment is the same. Outbound recruiting is the same.
Two things are there to consider. Your employer brand is the first. Candidates applying for jobs assume the majority of the responsibility of understanding the company’s employer value proposition. Recruiters are less responsible. It’s important to have a deep understanding of your brand.
Your recruiters’ ability as representatives for your brand is the second and most important consideration. It’s important to have a professional conversation when reaching out to candidates or responding to applicants who have applied to your company. The recruiter initiates contact, which carries more responsibility and carries higher expectations.
In the End
Outbound recruiting platforms can be a great way to increase your inbound recruitment efforts. Your company will reap the benefits of choosing the right outbound recruitment platform. In a highly competitive talent market, a wider selection of candidates, better alignment, and greater awareness of your employer’s brand will all be worth it.
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