These days companies are doing everything they can to protect themselves from talent poaching. A strong, relevant retention program is your first line of defense. Still, it’s inevitable that you’ll need to hire new people, too. Some employees will leave no matter what, requiring replacement. And if your business is growing, you need to increase your workforce or add new skills to stimulate and support that growth.
So your internal recruitment team should always be sourcing new candidates to keep your pipeline filled. But it’s all too easy for outreach efforts to fall by the wayside when your team is so busy handling more “urgent” tasks related to the inbound side of your hiring process.
They’re writing job descriptions, posting jobs, vetting candidates, conducting background checks, scheduling and coordinating interviews, and presenting offers. They’re also managing your internal referral program, which (done right) is adding more great prospects to your pipeline. All while stepping up your retention-related efforts.
Your team doesn’t have adequate time for outbound pipeline development
But you can’t afford to ignore this critical talent acquisition component. The exceptional, highly qualified talent you want most isn’t thinking about you. Maybe they’ve never heard of your company. They’re happy where they are, not actively looking to move, so there’s no chance whatsoever they are going to see, let alone respond to your job posting.
If you aren’t actively recruiting these passive candidates, your sourcing strategy is limping along at half-speed. Half-baked is not a recipe for successful business growth.
You need a matchmaker
Given the scarcity of qualified talent in the marketplace today and the time required to find and engage with passive candidates, an outbound sourcing partner can expertly augment your internal recruiting team.
They have the expertise, contacts, and time to work on your behalf. They know how to approach qualified candidates and spark their interest. They know your company well, so they can explain your firm’s unique selling proposition -- the reasons you and they would make such a great career fit. And they have the dedication to stick with the process all the way, acting as both liaison and advocate.
Leveraging a trusted strategic partner that is synergetic with your company’s sourcing strategy can connect you with talent you’d never meet otherwise. Outside sourcing also frees up your team to focus on inbound processes and retention without sacrificing proactive recruiting and nurturing of passive candidates. You’re no longer spread too thin, so everyone can do their best work.
Another benefit of focusing on passive candidates? Time is on your side. Anyone applying for the jobs you’ve posted is actively looking to make a move. They want to land a new position as soon as possible. With passive candidates who aren’t in any hurry, you have time to pique their interest and make your case, and that slower cadence works in everyone’s favor.
You can bring on a truly outstanding new hire. And you can be confident that this person who wasn’t even looking but chose to join your company has done so because they really want to be there.
It’s all about relationships
Just like individual candidates, recruiting firms bring different sets of qualifications and personalities to the table. To function as a true partner, the firm you choose to assist with outbound sourcing should offer more than a list of contacts to possibly fill your pipeline.
They should be committed to learning about your company’s culture as well as hiring needs, so they can promote the full value of your firm and position. They should be willing to work with internal managers or others who may be part of your hiring process. And they should serve as a trusted advisor, too, helping guide you with industry best practices and insights learned from their own successful sourcing experiences.
We built Power-4 on these values, and our growth has come from referrals and repeat clients. But we’re happy to take self-referrals, too. If outside sourcing could take the pressure off your internal recruiting team, we’re here to help.