Hiring internally for new job postings has always been popular, but outbound recruitment is quickly outpacing the former.
Outbound hiring works very similarly to outbound marketing, as you need to identify your ideal candidate and find the best ways to reach them.
If you find yourself stuck, you can enlist a lead generation agency to simplify the process for you.
Becoming skilled at outbound hiring will help you attain a more improved pipeline since you’ll be attracting only the best talents.
Learning how to market your company and the vacancies you’re hiring for will give you an easier time recruiting candidates and growing your company.
Here are four tips to keep in mind:
1. Know the Right Places to Find Candidates
If you’re having trouble locating the best places to find potential candidates, all you have to do is ask for referrals within your company.
Most of the time, you’ll receive high-quality referrals, and the close connection gives you a better chance of receiving a response.
You can also browse social media sites like Twitter and LinkedIn, as many people are vocal about their professional pursuits on these platforms.
When you spot a promising candidate, you can shoot them a DM or an InMail.
Meanwhile, if you’re looking for designers or developers, you can cruise through Github or Dribbble.
2. Craft a Compelling Email
Sending the right email will ultimately spell the difference between an interested candidate or a message that will go on to be ignored, so you must draft a relevant, exciting letter that can really spark a conversation.
Many people think that outreach emails are impersonal and too general, mostly when the sender hasn’t done their research on the potential candidate.
Although you may have to do a bit more work when crafting a separate message for each potential candidate, the payoff will be worth the effort.
Ensure that you understand the person’s professional experience and how your company can help them reach their goals.
Talk about your company, your growth, and your future without overselling it, as that tends to turn off candidates.
Being too pushy may send the wrong message, so keep future options open don’t laser into one candidate.
Proofread your message (and say it out loud! does it make sense?), keep it short and simple, and watch out for any rookie mistakes like using the wrong name or title.
Personalize your email as much as possible as well, adding a custom first line with something you find on the candidate’s LinkedIn profile. Personalization improves reply rates exponentially!
3. Follow Up Your Emails
Some people won’t be available right when you email them, which means you’ll probably need to follow up on your message.
Whether they’re swamped with work or personal obligations, they may not respond immediately.
However, following up a few times will drastically improve your success rate.
Balance is crucial, so you’ll want to send an email after a week of silence. If you still don’t receive a response, it’s best to move on to the next candidate because they probably aren’t interested.
Use an automation tool like GrowthBoost to automate your follow ups.
4. Monitor Your Results
Most of all, you’ll need to track all your outbound hiring activities to make sure you follow up with promising candidates and tie up any loose ends.
It’s easy to get overwhelmed when sending several emails and not being sure of who responded to you and who didn’t, so monitoring your results will help you sharpen the process.
It’s also a crucial part of improving your outcomes, as you can spot trends that get you responses and integrate that as part of your outbound hiring strategy.
Your company relies on top-notch talent to grow and meet its business goals, so it’s essential to streamline your hiring process.
By keeping these four tips in mind, you won’t have a problem with outbound hiring, which means you’ll be drawing all the right candidates to your doorstep!
Set up cross channel outreach campaigns across LinkedIn & Cold Email.