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?
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.
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:
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.
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:
All these channels aim to find qualified candidates and engage with them to build interest in the company.
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 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 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.
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:
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.
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.
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:
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!
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.
Inbound recruitment can negatively impact business operations and increase the risk of business downfall. Outbound recruiting means more control over the candidate hiring process.
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.
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.
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.
Have a dry talent pool? Tired of getting unqualified applicants to your job postings? Want to tap qualified talent and create a competitive workforce?
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:
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:
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!
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?
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:
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.
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:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
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.
Apart from having relevant industry experience, a good Content Marketer must possess the following 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.
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.
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.
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..
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.
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.
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.
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:
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.
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.
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:
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.
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.
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:
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.
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.
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.
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: