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What is Outbound Recruiting? Source, Engage, and Hire Top Talent in 2023?

March 20, 2023

For years, companies have been relying on inbound recruiting methods to find the desired candidates. But the times have changed! The job market is flipped, and the number of qualified candidates is reducing while job vacancies are increasing. According to a report by ManpowerGroup, 75% of employers are not able to find and fill for job vacancies with qualified candidates 2006. Even with mass layoffs, companies are hiring for various roles and need help to hire top candidates.

But what is the real challenge with inbound recruitment?

  • Limited candidates 
  • Losing top talent to competitors 
  • Increasing unqualified applicants
  • Lack Diversity 
  • Lengthy and delayed recruitment
  • Ambiguous targeting
  • Can’t fill new and emerging roles
Outbound Recruitment!

Today’s blog will cover the ultimate solution to innumerable recruitment challenges- “outbound recruiting”. We will discuss types of outbound recruiting and how you can implement them as the core strategy.

What is Outbound Recruiting? 

Outbound recruiting means reaching out to targeted candidates for building a qualified internal team. It is a proactive approach where recruiters are actively sourcing, engaging, and hiring top talents in the industry. 

This technique is apt for hiring candidates for:

  • Filling vacancies for emerging job roles, like customer success manager
  • Finding a specific skill set, like a product marketing manager
  • Strengthening the talent pool with diverse candidates 
  • Targeting particular types of candidates, especially passive job seekers

Recruiters can use dedicated tools to automate a big chunk of the process and hire effortlessly! It is the long-term strategy to build a robust talent pool and fill vacancies seamlessly. The aim is to engage and attract qualified candidates till the vacancy arises.

What Are The Types Of Outbound Recruitment? 

Outbound recruitment comes in three different channels. A recruiter can deploy various strategies to find qualified candidates, but all these tactics fall under three major categories:

  • Cold Calling
  • Cold Emailing
  • Social Media Outreach

All these channels aim to find qualified candidates and engage with them to build interest in the company. 

Cold Calling 

Cold calling is reaching out to prospective candidates without any prior interaction to create awareness. The recruiter creates a list of qualified candidates from various sources and reaches out to them, sharing relevant details about the vacancy. The aim is to pique the interest in the company and job role. 

Cold Emailing

Cold emailing is another alternative to cold calling, where recruiters reach out to desired candidates via email with no prior connection. They create a list of prospects and draft a short message to share relevant information with hundreds of potential candidates. It generally also includes the personalization element, where recruiters employ tools to implement and track specific email campaigns. 

Social Media Outreach 

Social media outreach is a recruitment strategy where recruiters use social media platforms to source and engage with qualified candidates. They use platforms such as LinkedIn, Facebook, Twitter, etc. to find desired candidates and reach out to them to create awareness. It is one of the most effective ways to tap passive candidates, which account for 73% of the candidate market

Why Is Outbound Recruitment Crucial In 2023? 

Inbound recruiting means posting job vacancies, waiting for applicants, vetting, interviewing, and finally hiring the right candidate. This method is lengthy and leads to delayed hiring decisions. Result?

Inbound recruiting needs better conversion rates, low job acceptance rates, and higher time-to-fill vacancies. On the other hand, outbound recruiting has a positive impact on the hiring process and business growth. How? Here are the top 6 reasons why your business must start outbound recruiting:

Scalable Recruitment Strategy 

Fundamentally, outbound recruiting starts by forecasting needs and planning the job role vacancies before the outreach begins. This means recruiters have clarity over the business hiring needs and can scale the hiring strategy based on long-term goals. The recruiters can contact candidates in bulk and conduct mass interviews to tap a larger candidate pool. 

This approach is apt for mass layoffs or slow hiring season because recruiters get access to qualified candidates without hiring them all immediately. Moreover, they have greater control over the hiring process. How?

For instance, the recruitment team is forecasting the needs of technical experts in the coming 4-5 months, gradually over the period. The recruiters can start sourcing candidates now to save time to fill and tap top talents effortlessly.

Targeted Approach 

Inbound recruiting means posting job vacancies and being flooded with qualified and unqualified applicants. Mostly, companies get a big chunk of unqualified candidates leading to resource wastage. 

Outbound recruiting ensures that recruiters target the specific candidate required, without spending a lot of resources. Moreover, instead of waiting for the right candidate to show up, recruiters actively source candidates.  This ensures a healthy talent pool, including passive and diverse candidates. 

The recruiter can leverage outbound recruiting for finding candidates for specific job roles, especially hard-to-fill positions. Moreover, they get more control over the candidate's quality. 

Faster Hiring 

Outbound recruiting helps recruiters get away with screening and vetting candidates since they spend their time sourcing qualified candidates in the first place. Inbound does invite a lot of resource expenditure on interview and filtering applications. However, outbound saves money and time spent on screening candidates. It helps the business by:

  • Reducing time-to-fill to ensure that a job position is not empty for long. 
  • Saving the internal team from the burden of taking over extra work of the vacant position
  • Mitigating harm to employer brand caused by the long hiring process

Boost Employer Brand 

Inbound recruitment demands recruiters to work on their employer brand to attract qualified candidates. While employer brand plays an equally important role in outbound recruiting, outbound recruitment itself facilitates employer brand. How?

Recruiters source and engage with qualified candidates in outbound recruiting. They share relevant information and resources to pique their interest and build rapport. Result? The candidates have a better perception of the company as a whole. 

Recruiters spend weeks and months building relationships with top candidates and getting them to fill the vacancy when required!

Ensure Business Performance 

Outbound recruiting provides recruiters with top candidates and greater control over their hiring process. This ensures the company builds a strong qualified team, leading to enhanced business productivity. 

How does that help?
  • Business operations will never disrupt due to a lack of manpower
  • No operations will delay due to vacancy keeping additional expenses out of the way
  • A qualified team ensures customer satisfaction and business growth

Inbound recruitment can negatively impact business operations and increase the risk of business downfall. Outbound recruiting means more control over the candidate hiring process.

Create Edge Over Competitor 

What if you lose top candidates to your competitors? 

Inbound recruiting means waiting for the right candidate to walk up to you! Chances of success? Low. Except if you are a big company with a good employer brand, it is difficult to attract top candidates.

Outbound recruiting helps tackle this issue since you target specific candidates per your needs, beating all the competitors to get talented candidates. You aim at passive job seekers, underrepresented candidates, and other talented candidates. Result? You build a competitive workforce and create an edge over competitors.

Implementing Outbound Recruiting As A Key Strategy

Your business need not completely depend upon outbound recruiting for hiring needs. It is a great way to tap talented candidates and can be mixed with inbound recruiting. Hence, businesses should use it as the key strategy and deploy a multi-channel recruitment process. Below are the top 4 reasons companies are increasingly interested in outbound recruiting.

  1. Unavailability of Qualified Applicants- It is hard to tap talented candidates via inbound with many unqualified applicants. Outbound recruiting helps solve this problem since recruiters get to choose the desired qualified candidates with specific skill sets. Recruiters can spend their time finding the right candidates for the job role and reach out to them. They can also perform a stringent background check and target a specific talent group.
  1. Lengthy Hiring Process- More so than often, businesses have a lengthy hiring process with no optimization and many inefficiencies. Outbound recruiting gives recruiters more control since they have more planning and forecasting ahead. Moreover, the vetting process cuts short since recruiters get to hand-pick candidates per their needs and job requirements. This mitigates any delays leading to faster hiring. 
  1. Focusing on DEI Efforts- Outbound recruiting allows recruiters to target desired candidates, which means they can focus on underrepresented candidates. This will enable them to build a diverse workforce and embrace diversity, equity and inclusion. They could additionally opt for blind hiring techniques to mitigate any bias and give equal opportunity to all qualified candidates. 
  1. Dynamic Candidate Market- The recruitment market is dynamic and goes through trends and updates almost every day. Result? Recruiters can not rely on traditional or passive hiring strategies. They need to explore the market thoroughly and tap all the qualified candidates to build a competitive workforce. Inbound recruiting means missing out on a whole lot of talented candidates. So, opting for a multi-channel recruitment approach and hiring desired candidates is better. 

How to use Outbound Recruiting?   


Finding the right candidate for a job role is getting more difficult daily! Recruiters spend hours trying to tap talented candidates and strengthen their talent pool and workforce. Solution? A simple three-step process to outbound recruiting: source, engage, and hire

Build Talent Pool 

Have a dry talent pool? Tired of getting unqualified applicants to your job postings? Want to tap qualified talent and create a competitive workforce?

  • Start by understanding the job role vacancy and the skill set required. This will involve the creation of an ICP (ideal candidate profile), aka candidate persona. It helps to target a specific candidate and improve hiring success. 
  • Now pick the desired platform to source candidates. The engagement platforms must be chosen based on the candidate preference and results generated over past campaigns. This can include channels such as- LinkedIn, Twitter, Facebook, Referrals, ATS, Indeed, etc. 
  •  Automate this process of sourcing candidates by opting for tools like Nurturebox to build prospect lists easily within a few clicks. It is easy to build a candidate list with Nurturebox. You download the plugin and start sourcing candidates from the desired platform. With a few clicks, the desired candidate will automatically move to a common database with all the relevant information.


Many recruiters cannot engage well, especially when it comes to cold outreach, be it on email or social media. The top 3 tips to increase cold outreach success are:

  1. Personalize your message and build a relationship with the candidate instead of just trying to fulfill your purpose 
  2. Follow up with the candidates regularly to leave no stone unturned and ensure maximum engagement
  3. Track what’s working and what is not to get away with stagnant growth and ensure maximum ROI

Finally, remember to leverage tools for automation. You want to set a multi-channel approach while engaging to enhance response rate and campaign efficiency. Some of the ways a tool could help you with cold outreach are:

  • Create specific campaign
  • Engage on multiple platforms
  • Resolve queries instantly 

Hire Top Talent

The final step is to leverage your healthy talent pool to hire talented candidates!

Pick the desired candidates from the talent pool and start working on the qualifying process. You could deploy tools for vetting and screening processes and conduct blind interviews to ensure no bias. 

With outbound recruiting, finding the right talent becomes easy. You can focus solely on high-value tasks instead of waiting for the right candidate to appear!

The Ultimate Tool For Automating Your Outbound Recruitment In 2023: Nurturebox  

Nurturebox is a talent engagement platform that helps recruiters automate sourcing and engaging with qualified candidates. It enables the recruiters to adopt a multi-channel hiring strategy so they focus solely on high-value candidates and tasks instead of being stuck with unqualified candidates and admin jobs. 

How do we help?

  • Fill ATS with top-qualified candidates
  • Find qualified candidates from LinkedIn, Naukri.com, and other sources
  • Engage across multiple platforms- email, WhatsApp, LinkedIn, Twitter, SMS
  • Track the progress and optimize the hiring process 

Scale your pipeline effortlessly by integrating our tool with your hiring tech stack, consisting of tools such as Recruitee, Lemlist, Improver, GreenHouse, etc. 

Download our extension today and get started with hiring the top candidates seamlessly!

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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