{"id":201,"date":"2017-06-14T22:16:13","date_gmt":"2017-06-14T22:16:13","guid":{"rendered":"https:\/\/recruiterflow.com\/blog\/?p=201"},"modified":"2026-01-16T11:30:45","modified_gmt":"2026-01-16T11:30:45","slug":"outbound-recruitment","status":"publish","type":"post","link":"https:\/\/recruiterflow.com\/blog\/outbound-recruitment\/","title":{"rendered":"How to Use Outbound Recruiting to Hire Faster"},"content":{"rendered":"\n<p>According to a survey conducted by LinkedIn, only 25% of the candidates are actively seeking a job. The majority of the candidates are out of the market. Your success as a recruiter is contingent on how effectively can you <a href=\"https:\/\/recruiterflow.com\/blog\/source-and-recruit-passive-candidates\/\">recruit passive talent<\/a>. Out of the passive candidates, 15% are \u201ctiptoers\u201d who aren&#8217;t actually applying for jobs but are preparing to move, gently asking their networks about new opportunities. Astonishingly, 80% of candidates responded that although they aren&#8217;t looking but\u00a0are open to talking to a recruiter or hiring managers and want to know about new and better opportunities.\u00a0<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"772\" height=\"410\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/active-vs-passive-2.png\" alt=\"active vs passive\" class=\"wp-image-701\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/active-vs-passive-2.png 772w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/active-vs-passive-2-300x159.png 300w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/active-vs-passive-2-768x408.png 768w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/active-vs-passive-2-770x410.png 770w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/active-vs-passive-2-600x319.png 600w\" sizes=\"(max-width: 772px) 100vw, 772px\" \/><figcaption class=\"wp-element-caption\">active vs passive<\/figcaption><\/figure>\n\n\n\n<p><strong>How to do outbound recruitment?&nbsp;<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"492\" height=\"148\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/dilbert-email.jpg\" alt=\"\" class=\"wp-image-206\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/dilbert-email.jpg 492w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2017\/06\/dilbert-email-300x90.jpg 300w\" sizes=\"(max-width: 492px) 100vw, 492px\" \/><figcaption class=\"wp-element-caption\">How not to do outbound<\/figcaption><\/figure>\n\n\n<p><span style=\"color: initial; font-size: revert;\">A perfect outbound strategy helps you target the first two parts in the above figure. Candidates who are open to new opportunities account for 60% of passive candidates. However, organizations waste a lot of time targeting the wrong candidate, and sometimes a good candidate is lost in the process. An ideal outbound strategy should be personal as well as efficient. Outbound sourcing can be divided into two parts:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Creating a talent pool<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Reaching out<br \/><\/span><\/li>\n<\/ul>\n<p><span data-sheets-root=\"1\" data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Also, read our blog on sourcing vs recruitment&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:1053185,&quot;3&quot;:{&quot;1&quot;:0},&quot;12&quot;:0,&quot;15&quot;:&quot;Nunito&quot;,&quot;23&quot;:1}\" data-sheets-textstyleruns=\"{&quot;1&quot;:0}?{&quot;1&quot;:23,&quot;2&quot;:{&quot;2&quot;:{&quot;1&quot;:2,&quot;2&quot;:1136076},&quot;9&quot;:1}}\" data-sheets-hyperlinkruns=\"{&quot;1&quot;:23,&quot;2&quot;:&quot;https:\/\/recruiterflow.com\/blog\/sourcing-vs-recruiting\/&quot;}?{&quot;1&quot;:46}\">Also, read our blog on <a class=\"in-cell-link\" href=\"https:\/\/recruiterflow.com\/blog\/sourcing-vs-recruiting\/\" target=\"_blank\" rel=\"noopener\">sourcing vs recruitment<\/a><\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Creating_a_talent_pool_to_speed_up_outbound_recruitment\"><\/span><strong><i>Creating a talent pool to speed up outbound recruitment<\/i><\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Before you start reaching out to candidates it\u2019s really important to focus on building a quality talent pool. Creating the right talent pool starts with an understanding of the job and creating an ideal candidate persona. Creating a dependable talent pool takes years of diligent building and nurturing relationships and maverick-level social sourcing skills. But you gotta start somewhere and here&#8217;s how you should get started.\u00a0<\/span><\/p>\n<p><strong>Find the perfect platform<\/strong><\/p>\n<p>Most recruiters rely primarily on LinkedIn Search for finding prospective candidates. This generally doesn\u2019t work very well. Apart from you, hundreds of other recruiters are looking at the same candidates on LinkedIn. There is an immense amount of competition for that great candidate on LinkedIn. Today prospective candidates are present on numerous platforms where you can find them. Understanding candidate persona helps you find these platforms and then find relevant candidates. Following are some of the platforms which might come in handy to source candidates:<\/p>\n<ul>\n<li>Software Engineers:\u00a0Github, StackOverflow<\/li>\n<li>Designers: Behance, Dribble<\/li>\n<li>Product Managers: ProductHunt, Growth hackers<\/li>\n<li>Content Writers:\u00a0Medium, Quora, Twitter<\/li>\n<li>Digital Marketing:\u00a0Inbound.org, GrowthHackers<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Apart from the platforms above you can also look at relevant Meetup, LinkedIn groups, and slack channels to find prospective candidates.\u00a0<\/span><\/p>\n<p><span data-sheets-root=\"1\">You can also check our guide on <a class=\"in-cell-link\" href=\"https:\/\/recruiterflow.com\/blog\/inbound-recruiting\/\" target=\"_blank\" rel=\"noopener\">Inbound Recruiting<\/a> to learn how to attract top talent effortlessly.<\/span><\/p>\n<p><strong>Use Boolean to source faster<\/strong><\/p>\n<p>Boolean is an effective way to use a search engine (like Google) to find relevant people on various platforms and on the web. Some platforms like Facebook don\u2019t need you to log in to view data and hence cannot be found using normal boolean strings on a search engine. However, you can easily go through public sites like StackOverflow, Behance, Instagram (for public profiles), and LinkedIn (where members have kept data public) to get a relevant profile. Boolean also helps you find resumes and cover letters that are stored within personal websites and job boards by using a unique set of search commands. Boolean commands a search engine to find information (candidate profile in this case) based on parameters passed in the boolean search string.<\/p>\n<p>Resumes and cover letters that are stored within personal websites and job boards can easily be found using boolean using a unique set of search commands. Boolean commands a search engine to find information (candidate profile in this case) based on parameters passed in the boolean search string. A boolean search string can be created really using Google using the following operators.<\/p>\n<p>A boolean search string can be created really using Google using the following operators.<\/p>\n<blockquote>\n<p><span style=\"font-weight: 400;\">OR<\/span><\/p>\n<p>OR commands returns a result if any one of your specified keywords or phrase is present.<\/p>\n<p>For example if you are looking for \u2018Developer OR Coder OR Python\u2019 it returns results containing any one of the keywords and not necessarily all of them.<\/p>\n<p>AND<\/p>\n<p>AND commands returns a result if all of the specified keywords or phrase are present.<\/p>\n<p>For example, if you are looking for \u2018Developer AND Python AND Java\u2019 it returns results containing all of the specified keywords.<\/p>\n<p>NOT<\/p>\n<p>NOT command excludes results which contain specified keywords or phrase.<\/p>\n<p>For example, if you are looking for \u2018Developer NOT JAVA\u2019 it returns results containing Developer but excludes results containing JAVA.<\/p>\n<p>\u201c\u201d<\/p>\n<p>&#8220;&#8221;(Quotation) command is used to return results containing the exact phrase specified between the quotation.<\/p>\n<p>For example if you specify \u201cProduct Manager\u201d it will return results containing the exact phrase Product Manager, however if you specify Product Manager it will return results containing either Product or Manager.<\/p>\n<p>*<\/p>\n<p>* (Asterisk) is used as a placeholder or wild card within your query in a boolean string.<\/p>\n<p>For example \u201cMBA in *\u201d returns results containing MBA in Marketing, MBA in HR, MBA in Operations, MBA in International Business etc.<\/p>\n<p>()<\/p>\n<p>() (Brackets) are used for grouping boolean phrases to build complex boolean strings.<\/p>\n<p>For example searching (Engineer OR Developer OR Programmer) (Microsoft OR IBM OR Google) results in links having both job title keyword and company keyword.<\/p>\n<p>Site:<\/p>\n<p>Site: command is used to search pages within a certain website.<\/p>\n<p>For example searching site:stackoverflow.com (python OR JAVA) AND \u201cSan Francisco\u201d will result in profiles from StackOverflow mentioning either JAVA\/Python and living in San Francisco.<\/p>\n<\/blockquote>\n<p>You can c<span style=\"font-weight: 400;\">reate boolean strings for platforms like LinkedIn, Twitter, StackOverflow, Dribble, Google+, GitHub, and Xing.<\/span><\/p>\n<p><strong>Find Contact<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Once you have identified the platform and used <a href=\"https:\/\/recruiterflow.com\/blog\/boolean-search-in-recruitment\/\" target=\"_blank\" rel=\"noopener\">boolean to find a relevant candidate<\/a>, the last step to finalizing the talent pool is finding the contact details (email, phone, etc) to establish the contact. A number of profiles on platforms like Dribble, StackOverflow, GitHub, and LinkedIn contain the email id which can be used. Tools like SellHack enable you to find the email address in case it\u2019s not available publically. These tools are not 100% correct though and your email addresses might be wrong. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">You can also look at the company-specific email addresses and try to guess the prospect&#8217;s email. For instance, if Jack Grant works at Recruiterflow and you know someone named Robert Winters with the email address <\/span><span style=\"font-weight: 400;\">robert.winters@recruiterflow.com<\/span><span style=\"font-weight: 400;\">, there is a high chance Jack will have <\/span><span style=\"font-weight: 400;\">jack.grant@recruiterflow.com<\/span><span style=\"font-weight: 400;\"> as his email id. There are some services that let you know if the specific email address exists for the company or not. You can use them if you have multiple email addresses. Hubspot also provides you with a tool that can match an email address to various related social profiles.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Reaching_out_to_increase_conversions\"><\/span><strong><i>Reaching out to increase conversions\u00a0<\/i><\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Finding quality candidates is one part but making a passive candidate response is a different game altogether. A <a href=\"https:\/\/recruiterflow.com\/blog\/data-driven-recruiting\/\" target=\"_blank\" rel=\"noopener noreferrer\">data-driven outreach<\/a> strategy helps you increase conversions. According to MailChimp, one of the biggest email marketing services globally, the average response rate is between 2%-3%. You need to reach a larger audience to get enough eyeballs but at the same time, you don\u2019t have enough time to customize each and every email. Following are some of the things to keep in mind while reaching out to prospective candidates:<\/span><\/p>\n<p><strong>Don\u2019t spam:\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Never send a generic email message to all the candidates. Always personalize emails sent to various candidates. Do some research about their previous work and talk about it. The candidate will feel important and the chances of response will increase. Try to avoid HTML items in your email, keep it short and crisp. <\/span><\/p>\n<p><strong>Follow up:<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Always follow up on your first email if there is no response. As per a study, the highest response rate of candidates is when you send the second email. <\/span><\/p>\n<p><strong>Track events:<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Track email opens, link clicks, and time spent on links (if possible). It will help you optimize your content and ultimately increase your response rates. You can use tools like Yesware for doing the same. <\/span><\/p>\n<p><strong>Use tools to make your life easier:<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Tools like <a href=\"https:\/\/recruiterflow.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">Recruiterflow<\/a> help you create a candidate pool, personalize the message for each candidate using custom fields and track email open\/reply\/link clicks. You can also <a href=\"https:\/\/recruiterflow.com\/outbound-recruitment-software\" target=\"_blank\" rel=\"noopener noreferrer\">set an email automated email workflow<\/a> where you can set rules if a candidate doesn\u2019t respond then send them mail after specified days. This works like auto-pilot and you only talk to candidates who are interested in your company while the tool handles the rest. Also, see <a href=\"https:\/\/recruiterflow.com\/blog\/whats-new-recruiterflow\/\" target=\"_blank\" rel=\"noopener\">What&#8217;s new with Recruiterflow?<\/a><\/span><\/p>\n<p>Outbound recruitment should be driven by numbers and be a critical part of your recruitment engine. Always experiment with sourcing strategies, and communication and log this information. You can use a solution like Recruiterflow to automatically log data while you experiment.<\/p>\n<div style=\"background-color: rgba(131, 182, 193, 0.51); margin-top: 10px; padding: 20px; text-align: center;\">\n<p>Use Recruiterflow to source candidates with super personalized drip email campaigns that convert 2.3X better.<br \/>Get Started for Free.<\/p>\n<p style=\"text-align: center; padding: 20px;\"><a style=\"background-color: #02bbf1; color: white; text-align: center; padding: 10px 20px 10px 20px;\" href=\"https:\/\/recruiterflow.com\/?utm_source=blog\"> Learn More about Recruiterflow <\/a><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>According to a survey conducted by LinkedIn, only 25% of the candidates are actively seeking a job. The majority of the candidates are out of the market. Your success as a recruiter is contingent on how effectively can you recruit passive talent. Out of the passive candidates, 15% are \u201ctiptoers\u201d who aren&#8217;t actually applying for <a href=\"https:\/\/recruiterflow.com\/blog\/outbound-recruitment\/\" class=\"more-link\">&#8230;<span class=\"screen-reader-text\">  How to Use Outbound Recruiting to Hire Faster<\/span><\/a><\/p>\n","protected":false},"author":3,"featured_media":694,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"gallery","meta":{"content-type":"","footnotes":""},"categories":[115],"tags":[],"class_list":["post-201","post","type-post","status-publish","format-gallery","has-post-thumbnail","hentry","category-recruitment","post_format-post-format-gallery"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.7 (Yoast SEO v26.7) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Use Outbound Recruiting to Hire Faster - Recruiterflow Blog<\/title>\n<meta name=\"description\" content=\"Passive candidates account for 75% of the job market. 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