How to: Outbound vs. Inbound Sourcing Part 1 | SourceCon
In the race for talent, recruiters and sourcers have to create a working sourcing strategy that not only targets the right candidates but also produces a list of prospective candidates fast. At the beginning of every successful sourcing strategy lies a plan that often balances outbound and inbound sourcing and makes them work together in unison. What makes a strong talent pipeline is usually the balance between the two sourcing modes.
Inbound sourcing traditionally involves receiving job applications, resumes, and interest from people who would like to work for you or your client. It can be as simple as posting job ads on internet job boards, social networks, developing company career websites and as complicated as building employer brand, hosting career fairs, or creating email campaigns or an employee referral programs. Essentially, inbound sourcing is spreading the net to catch all the active seekers. The weakness of inbound sourcing is the lack of passive candidates on its roster.
On the contrary, there are two things at the center of every outbound sourcing strategy. First, it is a list or a pool of leads built through federated or resume search. Second, it's a recruiter who does outreach to potential candidates on that list through any means necessary, cold calling or cold email or delivering the message in person. The weakness of outbound sourcing are the pitfalls of spam and a number of resources it takes to do it properly.
The process starts with learning about the requirements, the role, the company, the industry to gain a solid understanding for designing the sourcing strategy. This process can be anything from picking the right talent channels to identifying weaknesses and strengths of the plan, introducing experimental search techniques, as well as continuously testing, re-testing, and optimizing the whole sourcing process.
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