How to put outbound recruiting into practice?

Outbound recruiting is a recruitment method based on the techniques used in marketing. It revolutionizes the classic process that involves publishing a job offer and sorting the applications received. With this strategy, recruiters come directly into contact with people with the required profile. This phenomenon is becoming more and more trendy and widespread among recruitment firms.


Outbound marketing at the service of recruiting

Firstly, outbound recruiting works on the same principle as outbound marketing. Companies are looking for qualified and experienced people. Moreover, the supply is often higher than the demand in sectors such as management, aeronautics, IT or technology.

All applicants have the privilege of choosing the company where they will work. Each company must highlight its assets to convince a candidate to join its team. It implements an effective strategy by proceeding step by step:

  • Identify the profile of the candidate for the vacant or newly created position
  • Establish a detailed description of the tasks entrusted to him/her and the objectives to be achieved
  • Determine the qualities and skills required of the candidate
  • Transmit all this data to the various recruitment agencies

Recruitment firms already have a large database. Indeed, they consult all the profiles stored in their archives. If profiles meet each of the requirements, recruiters contact them immediately.

If not, they carry out in-depth searches in the same way as a marketer undertakes commercial prospecting. Recruiters use a prospecting tool that is typically used for lead generation.


Outbound recruiting

Advantages of outbound recruiting over inbound recruiting

Inbound recruiting consists of sorting the files of applicants responding to a job offer. Recruiters then verify the veracity of the information, both their references and their recommendations. Therefore, this lengthy and meticulous work can lead to the entire recruitment process being restarted if no candidate is selected.

Outbound recruiting saves time and allows you to quickly find potential candidates based on their skills. In this context, candidates have the same status as clients in the context of commercial prospecting.

In addition, the use of a prospecting tool such as Kaspr is ideal for retrieving the contact information (email addresses and phone numbers) of service providers with an account on LinkedIn. This social network is exclusively intended for professionals in all sectors. In other words, it ensures faster interaction between recruiters and job seekers.

This way, if you want to know how to use LinkedIn to find a new candidate, read our article : How to generate leads on LinkedIn 


Finalize the  process

Finally, recruiters send an e-mail to the candidate or call him/her directly to make an offer and arrange an appointment for an interview. The effectiveness and relevance of the message approach  helps to establish a good contact.


  • Analyze the LinkedIn profile to get to know the candidate better
  • Adopt the method of mimicry at the level of language, especially the vocabularies used
  • Briefly present the company with its objectives and key figures
  • Highlight the opportunities offered to employees
  • Explain the steps taken in the search for a specific candidate
  • Demonstrate the company’s interest in hiring a talented and competent candidate
  • Remain open to future collaboration in case the candidate refuses the offer

The candidate may already be solicited by other recruiters. Most importantly, it is necessary to capture his interest on the real advantages of a long-term collaboration.


Things to remember

In conclusion, outbound recruiting is the ideal strategy for hiring people with the skills required for a specific position. It applies marketing techniques, including lead generation.

Recruiters contact the potential candidate indicating interest in the candidate and his or her expertise. Above all, this approach increases the company’s notoriety and visibility, even if the candidate refuses the offered position. Finally, the candidate knows that the offer is always open, whether it is for him or for someone in his network.

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