Is your recruiting ready to go outbound?
RELEVANCE With so much noise and so many new technologies, how do you as a recruiter decipher what to focus on and what results will you get given the shortage of skilled employees
As the talent landscape gets more and more competitive, recruiting leaders everywhere are realizing that the only way to win the talent war is to get proactive and go outbound. But with so much noise and so many new technologies, how do you as a recruiter decipher what to focus on and what will get you the results?
Lets try and understand what are the biggest challenges that recruiters are facing today: hiring.
Outbound hiring is a targeted, candidate-focused approach that coordinates personalized talent acquisition and business efforts to hire people who succeed in your company. To get started with Outbound Hiring, firms need to ensure they focus on two primary axis to make their recruiting teams successful. First and foremost, firms must prioritise and treat candidates just like they treat their customers - by embracing candidate experience best practices. Secondly, it is imperative that recruiting today should align itself with business lead from the front by making sure they understand the nuances of business.
To get a realistic sense of the find of talent acquisition functions and teams that exist in the market today, we can broadly categorise them into the below quadrants: aligned and have a strong pulse and grasp on their strategy, customers, growth and business vectors. Because they’ve reached a certain scale and now have specific budgets open to drive business traction, most end up partnering with recruitment agencies / vendors / marketplaces where the focus is on an extremely high top of the funnel in the form of relevant candidates and payouts / success is mutually achieved when happen when positions are closed / candidates join these organisations. is doing cutting edge work on DevOps, it becomes extremely hard for him / her to sell the role to the candidate / excite the candidate. It also becomes extremely difficult for him / her to find the right talent. To find talent for such nice roles in India, its imperative that the recruiters understand the candidate journey map for this particular role. Historically site reliability engineers are a great fit for devops positions. Such insight is often got when recruiters collaborate with hiring managers and truly understand the business problem they’re trying to solve for.