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In recent discussions with industry peers, a recurring theme has emerged: there’s been a major influx of inbound applications bogging down recruiters, particularly those from candidates who don’t meet the job’s qualifications. This issue isn’t merely about the sheer volume of applications, but also about maintaining a balance between efficiency in the recruitment process and the effectiveness of finding the right candidate.
The lion’s share of the blame can be laid on AI — when job seekers can apply to multiple jobs with just a few clicks, quantity goes way up, but quality doesn’t always follow suit. It puts recruiters in a no-win situation: pay attention to every application to keep the brand’s reputation intact, but don’t spend too much time on them, but also don’t forget that the perfect candidate is in there … somewhere. But when it comes to comparing inbound versus outbound sourcing, which one comes out on top? Let’s talk about it.
Inbound candidate sourcing often leads to recruiters spending a significant amount of time sifting through applications. Take a quick scroll through the LinkedIn Job boards and you’ll see it on nearly every posting — more than 100 applicants. Number of applicants has exploded in recent years, but only a fraction of those applicants will be contacted for an interview, let alone a second round. This means recruiters spend considerable time filtering out unqualified candidates to find a handful of potential fits.
While it’s always good to have applications to choose from and to feel like a brand is popular, the volume of inbound applications can dilute the quality of candidates and seriously stress out recruiters. According to a survey by the Society for Human Resource Management (SHRM), 52% of talent acquisition leaders report that the hardest part of recruitment is identifying the right candidates from a large pool of applicants. This challenge underscores the inefficiency of relying solely on inbound applications.
Outbound candidate sourcing, on the other hand, involves proactively reaching out to potential candidates who meet specific criteria. This method allows recruiters to target individuals with the exact skills and experience required for the role, significantly improving the quality of applicants. It also takes a load off of recruiters, who already have a baseline idea of what they’re looking for, instead of just throwing a dart into the void of applicants.
Also, some of the prime candidates aren’t candidates at all, some of them are already in jobs. A LinkedIn report highlighted that passive candidates, who are not actively looking for a job but are open to new opportunities, make up 70% of the global workforce. These candidates are often high-quality professionals who are currently employed, not applying to job postings, but might bite if given a competitive salary. Engaging with this talent pool through outbound sourcing can uncover hidden gems that are otherwise not visible through inbound channels. But here’s the problem: they aren’t always visible. So, what’s the best way to go about finding a passive candidate?
Enter tools like RecruitBot. To address the inefficiencies of inbound sourcing, RecruitBot offers a sophisticated solution: instead of being overwhelmed by a flood of responses after posting a job, recruiters can take control by utilizing outbound strategies. With RecruitBot, recruiters can input their hiring criteria directly into the system. The platform then identifies the best matches for the job, allowing recruiters to focus on candidates who truly align with the company’s needs and values. All within minutes.
And RecruitBot isn’t a one-trick pony, the automation capabilities of RecruitBot extend beyond just identifying suitable candidates. The platform can also automate email sequences to connect with these candidates, saving recruiters countless hours that would otherwise be spent on manual outreach. That sound you just heard? That’s an entire group of recruiters letting out a sigh of relief.
While it’s undeniable that AI has caused some of the problematic side effects associated with inbound sourcing — allowing for multiple applications, applicants cheating the system with keywords, and a dearth of unqualified applicants — AI is also being used to craft solutions that address them. When it comes to implementing AI into your recruiting strategy, there’s a healthy balance to strike. With solution-based tech like RecruitBot, you can significantly reduce the hours spent on manual screening, ensuring your brand stays responsive and never misses the opportunity to hire the perfect candidate.
But when it comes to comparing different types of job sourcing, it’s clear: outbound candidate sourcing comes out on top, especially when it’s supported by advanced AI technologies. With the correct balance, recruiters can maintain efficiency without sacrificing the quality of candidates, ultimately leading to better hiring outcomes. However, nothing in the hiring landscape is one size fits all. There’s always a place for inbound sourcing as well — perfect candidates can absolutely be hiding under a mound of applications, just be smart about how you go about finding them.
Though it’s impossible to fully clear a recruiter’s plate of stress, there are certainly ways to mitigate it. By utilizing solid, solution-based tech, recruiters can streamline their processes, improve the quality of their hires, and maintain a competitive edge in the talent market. Additionally, as the recruitment landscape continues to evolve, a balanced approach that integrates both inbound and outbound strategies will be key to success, boosted by good tech.
If you think RecruitBot could be a good fit for your company or the top recruiter in your life, request a demo here. If you want to read up a little more on identifying quality candidates efficiently, check out our blog post on “Solving the Puzzle: How to Find Top Talent for Those Hard to Fill Roles.“
RecruitBot is an all-in-one recruiting tool for hard-to-fill roles. We use AI-based candidate matching and powerful search to identify candidates from a database of 640 Million, which would normally require you to visit many different sites. From there, send personalized but automated communication to verified email and phone numbers, and review powerful analytics to optimize outreach performance and user activity.
Specialties: Recruiting, Talent Acquisition, SAAS, Machine Learning, and Natural Language Processing
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“8 Reasons Why You Should Use AI in Recruiting”
You will learn how to:
1. Save Time with Machine Learning and automated emails.
2. Improve efficiency with performance predictions.
3. Scale hiring without losing quality.
Read Time: 7 mins
Enjoy!
