There are two major recruiting methods in talent acquisition strategies: inbound and outbound recruiting. Not many people can clearly understand the difference between the two term, as well as the application in specific business situation.
Check out the article below, Faro Recruitment Vietnam will help you to decide which is better for your company and your talent acquisition needs.
In brief, inbound recruiting (in another word: inbound recruitment), candidates come to you directly to apply. On the other hand, in outbound recruiting (in another word: outbound hiring), organizations need to actively search for the candidates.
The difference of inbound and outbound recruiting lies in the fact that they focus on different stages of the journey to attract potential candidates
Although they employ different recruiting philosophies, talent acquisition strategies and approach, all the two methods aim to reach the same final goal: acquire the most possible talent.
In the case of inbound recruiting, you have to develop a recruiting strategy in which you continuously and actively attract the potential candidates with the aim to make them become interested and choose to be your staff.
Otherwise, in outbound recruiting’s case, your strategy begins right to the application stage and offer the job. Accordingly, you only search for and contact the candidates when you are in need of human resources for your vacancy.
For short term and long term strategy, inbound and outbound recruiting are offering solutions for different terms.
To be specific, inbound recruiting is the long term solution to advance your talent acquisition strategy. Thus employer Brand is crucial to help you constantly expand the high quality applicants pool.
In fact, various organizations have already chosen inbound recruiting as the optimized strategy. Although it takes business leader quite a lot of time and efforts to see the results, the quality of hire is proved to be improved significantly.
On the other hand, outbound recruiting is preferred as a short-term recruiting solution, it handles the demands right when they arise. However, it is not the way to retain a high qualified talent pool. If your company only does outbound recruiting, it is high time to implement inbound recruiting.
In the competitive market today, competitors are sharing so much information with the talent. Therefore, if you neglect inbound recruiting, in the long run you will have to pay more for potential candidates. In the new era, simply searching for candidates when needed and offering the currently open position is not the right way for talent acquisition.
The majority of innovative companies today use both inbound recruitment and outbound recruitment methods. However, the latter method is gradually becoming as a plan B method for recruitment. That is to say, outbound recruiting only applies when you do not successfully attain enough high quality candidates from current inbound recruiting strategy.
Faro Recruitment Vietnam is a competent talent acquisition firms with many years of experiences in suggesting suitable recruitment strategies for clients, both local and international ones. If you still feel confused about inbound and outbound recruiting or wonder which method to use, contact Faro Recruitment Vietnam for the most optimized advice.