Getafe A few weeks ago, I attended the Indeed.com Academy to become a better recruiter, and boy, did I learn a ton!
First the basics – there are two different types of recruiting; inbound and outbound. Inbound is when an employer places an ad on Indeed.com and the applications start coming in. Outbound is when an internal recruiter sifts through resumes, picks up the phone and calls the candidate to invite them to interview for a position.
While this concept isn’t new, the research behind it is. If a recruiter calls a candidate who didn’t submit a resume for the job, it costs the employer significantly more money, more time and results in less success. A person who submits a resume of their own volition is infinitely better every time.
The question is why?
Here is the bottom line: there is a mental process that a candidate must go through in order to begin looking for a job. They must come to the realization that their current job isn’t going to work out, they must realize that things aren’t going to get any better, and, most importantly, that they must make a change to a different company. If your candidate hasn’t made that mental shift, your recruiting efforts cost more time, effort, and money.
Instead of focusing on outbound recruiting, focus your efforts on your inbound recruiting. Spend time to key word your ad properly, create your Ideal list and don’t forget to listen, listen, listen. In the long run, you’ll be glad that you did.