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I’ve worked at Hirewell for 17 years. We’re an external agency. When companies struggle with hiring, they come to us.
I’m in the camp that headhunting is not a dirty word. It’s what we do. We identify hard to find talent through relationships. Usually first built through *outbound*.
So that’s my bias. Not that I think outbound is superior to inbound. It’s just what I know.
And it painted my perception that all hiring companies favor outbound. e.g. “the best talent is hard to find and we need to seek them out.”
But it’s not true. We’ve had several conversations recently with hiring managers with the opposite view: inbound candidates are more interested in *us*.
They’re motivated. They found us. That’s who we should favor.
(A couple of these convos were with people hiring salespeople. Which is incredibly ironic.)
To me? It sounds ridiculous…just as ridiculous as assuming the opposite.
The truth is, you need both.
Some people have more time to look than others.
Some people love their job but would jump at something better, if presented to them.
Some people haven’t heard of you (yet).
Making inbound vs outbound assumptions is silly. And weighing them into your hiring decisions is counterproductive.
Everyone makes their career transitions differently. And that’s ok.
Full episode of The 10 Minute Talent Rant, ep 40 No One Understands Recruiting But Recruiters, Volume 1 available here.
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.
Do you favor inbound or outbound candidates?