If you’ve been paying attention at the water cooler lately, then you’ve probably heard the term outbound sourcing dropped into the conversation here and there. But don’t for a second think that this relatively new term is a flash-in-the-pan phrase that we’ll forget about in the very near future. Absolutely not! Outbound sourcing is here to stay, and if it’s not already a part of your recruitment efforts, then it’s time to get on board.
So what is Outbound Sourcing?
To explain exactly what outbound sourcing is we’ll first take a quick look at its counterpart inbound sourcing.
Inbound sourcing is the sourcing you know and love (or hate depending on the campaign!) It encompasses all those job applications you receive from ads you place on jobs boards, resumes that hopeful candidates send into your company, or even emails and contact numbers you collect at jobs fairs. In a nutshell, it’s all the work you do to draw in active job seekers.
This is the type of sourcing (and recruitment) that we see the most of and the one that we used to engage in the most. But times are changing, and the relatively new strategy recruiters are adopting shares some similarities but as a whole is an entirely different ball game.
Outbound sourcing is a little more difficult to define and a whole lot tougher to put into practice. It involves creating a list or pool of talent and then reaching out to that talent to inform them of an available role that may suit them. This contact can be through email, a phone call, or if you’re really adventurous, in person. Sounds simple enough, right? Well, apart from all the reaching out that is.
However, outbound sourcing is usually targetted towards passive candidates (who are some of the best candidates), and this is where strategies such as content creation, building an employer brand, and social recruiting come into play.
We told you it gets complicated.
And why is it so important?
The one problem with inbound sourcing is the fact that by its very nature it fails to attract passive candidates. Now, those who are new to recruitment may wonder why this is such a big deal so for the new kids at the front; we’ll explain a little further.
Passive candidates are an employer’s dream find, and we’ve mentioned this before on more than one occasion. They’re good at their jobs and unlikely to be seeking employment elsewhere which is great news for you.
And as a matter of interest, did you know that 79% of working professionals are passive candidates? That means that they are not seeking a change of role but would consider moving if a suitable position landed in their inbox.
You see where we’re going with this, right? 79% of working professionals are open to you sending them a cold email, or having a chat with them about the right opportunity. That’s an incredible figure and one that is hard to ignore.
However, with inbound sourcing, you fail to target these potential candidates. In fact, as they are not looking for work, they won’t even know you’re hiring. So as you can see a solid outbound sourcing strategy is worth a highly paid CEO’s ransom. Yes, it really is that important.
What should you do?
Two words for you; employer branding.
84% of candidates feel that a company’s reputation is of the utmost importance while 55% of job seekers will abandon a job application or halt any hiring process they are part of if they read negative reviews of the company.
You may have a wonderful work culture and some amazing policies in place but do prospective (passive) candidates know about these benefits? If they’re not doing any research on the company, then, of course, they won’t, and that’s why your social media content game needs to be on point. Make it your business to make it their business.
Create a positive brand image across the right channels, and those passive candidates that you intend to reach out to in the very near future will be far more likely to open your emails or return your calls. Do this, and you’re already halfway to making outbound sourcing work for you.
Now all you need the right approach for making that all-important first contact.
Potential candidates for different niches will have preferred methods of contact. Do your research on your passive candidates and reach out to them in the way that they are a) most likely to open/answer and b) most likely to respond to. But remember to track all of your work. Emailing a candidate three times in one week because you forgot about the first two times will only succeed in getting you blocked and tarnishing the company’s reputation.
The alternative to emailing or calling every one of your potential candidates one by one is to have someone else do it for you. After all, this is an extremely time-consuming process. Luckily for you, we just so happen to have a wonderful solution to your outbound sourcing dilemma. And that solution is called vsource. Yes, that’s right over the last year we’ve been paying very close attention to the needs and wants of our clients, and we came to the conclusion that a great deal of your time was taken up with cold emailing and cold calling.
So with this in mind, we’ve launched our outbound sourcing service where we take over one the most time-consuming processes in recruitment enabling your team to focus on other more important matters. By choosing to partner up with vsource you’re also guaranteed to have only those passive candidates that are genuinely interested in the role make it to the interview stage.
What are you waiting for? Hit that button below and we’ll set up a free demo; you’ve nothing to lose and so much time to gain.