ResearchSuggestsHiringTeamsFocuson
Inboundrecruitingismore efficient,effective,andequitable thanoutboundforremotejobs, accordingtotherecruiting intelligenceexpertsat Datapeople.
"Soifahiringteamisbringingin large,diversecandidatepoolswith theirinboundrecruitingchannel,do theyreallyneedtosourcepassive candidatesaswell?"says DatapeoplespokespersonCharlie Smith.
Withnon-remotejobsthat arehardertorecruitforinthe remoteworkera,itmay makesense,Datapeople says.
Withremotejobsthatare attractinglargerandmore diversecandidatepools,it doesn't.
"Butoftenhiringteamsassociateinbound recruitingwith'post-and-pray'recruiting, whichisn'tthesamethingatall."Datapeople definesinboundrecruitingasattracting candidateswithemployerbranding,career pages,onlinejobboards,andvarious marketingstrategies.
"Inboundrecruitingismore efficientthanoutbound whendonecorrectly,"Smith says.
Post-and-prayrecruiting,on theotherhand,ispublishing anunvarnishedjobdescription onjobboardswithno accompanyingmarketing efforts.
Thecompanysaysthat hiringteamsturnto outboundrecruitingfora numberofreasons.
Whenstudyingpost-pandemic techhiringtrends, Datapeople'sR&Dteamfound thatover80%ofallapplicants comethroughinbound recruiting.
Applicantsfromreferral programswere9timesmore likelytogetanofferthan applicantsfrominbound recruiting.
