Nowadays you don’t pick the talent, the talent picks you.
In fact, around 90% of recruiters feel that the current employment market is being driven by prospective employees, according to a 2015 report.
That’s why it pays to have a strong outbound recruitment process, to attract the brightest and best.
What is outbound hiring?
Think of it as advertising your company to top talent who are on the hunt for their next role.
Whether you’re running a stall at a university recruitment fair or schmoozing a CEO on the hunt for their next position, outbound recruitment is when you, the recruitment experts, go out and hunt for talent – rather than waiting for them to come to you.
With this highly personalized approach, the goal is to actively pitch your role and organization to the candidate.
By using in-depth knowledge of the candidate and their skillset, and matching it to your organization and its culture, you can offer a fully tailored recruitment experience.
This is more time and labor-intensive, but it also yields a higher quality of candidate in the long run.
Plus, even when your search doesn’t yield a successful candidate, you can still add prospects to your talent pool in case you want to try to try getting them again later.
To give you some inspiration for your next recruitment campaign, we’ve shortlisted six strategies that are shaping outbound recruitment right now and into 2020.
When it comes to outbound hiring, having a strong alignment between the role you are recruiting for and the skills you require is key.
An effective way to achieve this is to develop sample candidate profiles or personas which illustrate the ideal person for the role.
These should, of course, include details of their skills and experience, but you can add other factors too, such as their hobbies, career ambitions and whether they are renting or homeowners.
You can then compare this profile to your talent pool, in order to establish how well potential candidates match your expectations, then optimize your hiring process as a result.
By building a solid pool of talent of high-quality candidates with the skills and experience that your organization needs, it will be much easier for you to fill your open positions.
One way of doing this is to use talent acquisition software, which will help you find and engage the best talent through a range of job boards and social platforms.
This should make it easy to communicate regularly with candidates in the pipeline, will allow you to easily segment them, and give you a clear overview of each candidate’s strengths and weaknesses.
Think of your social media channels as your shop window. Prospective candidates are likely to get their first impressions of the company by looking at these channels.
The type of content you post on your social media could ultimately influence whether a candidate decides to take your offer.
Therefore, you should think long and hard about your social media channels like Twitter, LinkedIn and Instagram. They are not only places to find new customers, communicate with customers and current employees – they are also essential for outbound hiring.
Maintain an active presence and post regularly about your company culture. That way, you’ll be able to keep prospective customers warm too, by positioning your organization as a supportive and exciting place to work.
From a candidate’s perspective, there’s nothing worse than a long list of LinkedIn and email contacts who haven’t contacted them in years.
As a recruiter, it only takes a minute to see how a past candidate is doing. You don’t need to ask if they’ll be looking for a job any time soon, but you can still ask how their current job is going.
If you learned about their personal life in the past – perhaps they were getting married, or they’d just bought a dog – you can bring that up too.
Sometimes it can even be as simple as liking their social media updates – just something to let them know you’re still thinking of them. Who knows, when it comes time to apply for their next job, they may get in touch with you…
People Marketing is all about building and maintaining a solid reputation for your organization to attract – and retain – the best.
It’s ensuring you’re applying consumer marketing techniques to your prospective candidates, talent pool, and existing employees. However, it goes beyond just employer branding.
Think about the kind of image you want to project, and what most accurately demonstrates your company at it’s best. Find out what attracted your existing workforce to your company and apply these lessons in how you market your organization to your talent pool.
Remember though, it’s not just about prospective candidates. Your existing workforce are your biggest asset to the organization. After all, what’s the point in attracting top talent if you can’t keep them.
There’s no denying that your current employees are the best advocates for your organization, but they’re also professionals with their own networks. Perhaps they have former colleagues in the same industry, or bright friends looking to make a career change.
Look to them to support your outbound hiring strategy by incentivizing them to refer their friends, family and former colleagues.
By creating an employee referral scheme, you can offer anything from cash incentives to freebies, to staff who successfully refer one of their own contacts.
Make 2020 the year of outbound hiring
However you choose to bring the brightest and best candidates to your company, there’s no time like the present to make a start. So, in the build-up to next year, make 2019 the year you initiate your own outbound hiring strategy.
After reading about some of the latest HR trends, we hope you have picked up some useful tips that you can successfully incorporate within your own organization. If you’re looking for even more ways to get ahead, we’ve gathered data from over 500 HR leaders on the challenges they’re facing – and how they’re overcoming them. Why not download it for free today?