If this isn’t the first time you’re on hireEZ’s page, the word “outbound recruiting,” has probably been on your radar for some time. We’re emphasizing the importance of outbound recruiting because it is needed to stay ahead of the competition in today’s market. Let me ask you this: How many times have you gone through resumes and applications and reached a dead end with no viable candidates in sight? With hiring managers asking about the urgent help they need for their team, you’re left with a high amount of pressure and no easy solutions.
Back in mid-2009, when it was an employer-driven market with 6.5 people left unemployed per job opening, recruiters had no problem relying on inbound recruiting because there were more qualified candidates than job openings. However, in today’s candidate-driven market, when there are only 0.6 people per job opening, recruiters face one of the most challenging moments in their careers because there are no candidates in their talent pipeline. You may ask, how will outbound recruiting work today? I am not going to make 100 calls each day; I don’t have enough hours in the day. Without the technology and candidate engagement automation, that’s simply not scalable.
People often say change is good as it allows us to move forward in life and experience new and exciting things. With the help of technology, change will enable us to move faster, achieve more and even make recruiters’ lives better (at least, for the most part). Here are three reasons why outbound recruiting represents one of the most effective and important strategies that fast-growing organizations should be using today.
For the most part, candidates are not coming IN.
The pandemic has affected everyone in the world. Many reconsider what they want in life. Simply put, candidates today want quality jobs. Some mention that even when remote work is enforced, work-life balance is far from balanced and stress is off the charts. Candidates are looking for a job that isn’t squeezing the last bit of strength and energy they have. Not only do candidates want quality jobs, but they also need the drive to motivate them to work for a company that cares about their mental health, personal and career growth and wellbeing.
They always say, “Do you want to work to live or live to work,” right?
We can’t expect the market to “bounce back.”
Sure, some businesses may choose to wait for the market to “bounce back” to normal. But, will that really ever happen? If companies are solely relying on inbound recruiting to “wait” to hire for their employees, here are some of the challenges:
- Risk of slowing down businesses with the lack of manpower to drive innovation and growth
- Risk of losing market share with the lack of right employees in place to succeed
- Risk of losing a candidate to competitors
- Risk of an increased expense for delayed tasks due to the lack of staff
- Risk of decreased customer satisfaction and ultimately lower revenue
Waiting for the economy to “bounce back” to normal is not a bad approach and may work for some, but there are risks attached to it. Ultimately, businesses want to hire talent quickly and get them going to generate more revenue. Top talent is out of the market within ten days and with other companies starting to implement an outbound recruiting strategy to hire, the timeline just gets even tighter.
Outbound with a feel of “touch” (digitally)
Outbound recruiting doesn’t necessarily mean physically calling potential candidates every day. Outbound recruiting begins with the recruiter actively researching the potential candidate to find how they will do well in your job and excel in your company. That’s why, we often say, make the first move and make your first impression memorable. Customize your outreach message with details on how the candidate will be great for the role and how much of an asset they will be if they join.
In general, recruiting today is vastly different than it was even just a few years ago, but the concept stays the same. With the economy driving recruiters insane and squeezing the last bit of their strength, it is time to change. The right technology will help guide you with your outbound recruiting strategy and streamline your process efficiently.
Whenever you’re ready, our team is always prepared to talk about how we can help lessen the stress of not getting candidates and help your recruiting needs.
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