Inbound Recruiting vs Outbound Recruiting; Which Is Better For IT Solutions Providers?

IT Solution Providers all want the same thing.

They want to secure the best Cloud & IT Infrastructure candidates on the market.

This means not only filling gaps in teams with instant value, but also preparing for the business’ future.

There are two main methods to recruiting nowadays; inbound recruiting and outbound recruiting.

But which is better for your business?

Will Martin shares his thoughts on the inbound recruiting vs outbound recruiting debate:

“First of all, what is the difference between inbound recruiting and outbound recruiting?

Inbound recruiting is the process of creating content, strengthening your company brand and attracting candidates into talent funnels.

Outbound recruiting involves actively reaching out to the market through job adverts, LinkedIn, recruiters etc.

If you’re looking for a long term solution to advance your hiring and recruitment processes then inbound recruitment offers many benefits.

With inbound recruiting your goal is to such a great employer brand and visibility for your business that you will naturally and organically grow your pool of high quality candidates.

These candidates will be engaged with your business, following your company’s journey and targeted it as an employer they would like to work for.

Many businesses have or are adopting inbound recruiting as its preferred hiring strategy.

However, inbound recruiting is a long game.

It can take a long time to see great results, although the quality of candidates and return-on-investment after that period is greater.

But inbound recruiting is the long term solution.

On the other side, if you have a short-term recruitment problem for example a key employee leaving the business or you’ve been inundated with new business then outbound recruitment is the way forward.

In an outbound recruitment strategy, you will be using job adverts, LinkedIn, specialist recruitment consultancies such as InfraView to find the best possible talent you can in the short term.

The best and most realistic strategy is a blend of the two.

IT Solutions Providers want to find the best talent possible whilst increasing return-on-investment, so supplementing original content with a partnership with a specialist recruitment consultancy will give you the best results long term. It keeps you agile in the market, and allows you to strengthen your brand at the same time.”