When the Datapeople R&D team looked at 30 million real-world job posts from over 10,000 employers from 2019 onwards, they found that remote jobs attract 125% larger inbound candidate pools than non-remote jobs and 120% more women.
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Research Suggests Hiring Teams Focus on
Inbound Recruiting for Remote Roles
Inbound recruiting is more
efficient, effective, and equitable
than outbound for remote jobs,
according to the recruiting
intelligence experts at
Datapeople.
"So if a hiring team is bringing in
large, diverse candidate pools with
their inbound recruiting channel, do
they really need to source passive
candidates as well?" says
Datapeople spokesperson Charlie
Smith.
With non-remote jobs that
are harder to recruit for in the
remote work era, it may
make sense, Datapeople
says.
With remote jobs that are
attracting larger and more
diverse candidate pools, it
doesn't.
"Inbound recruiting is more
efficient than outbound
when done correctly," Smith
says.
"But often hiring teams associate inbound
recruiting with 'post-and-pray' recruiting,
which isn't the same thing at all." Datapeople
defines inbound recruiting as attracting
candidates with employer branding, career
pages, online job boards, and various
marketing strategies.
Post-and-pray recruiting, on
the other hand, is publishing
an unvarnished job description
on job boards with no
accompanying marketing
efforts.
The company says that
hiring teams turn to
outbound recruiting for a
number of reasons.
When studying post-pandemic
tech hiring trends,
Datapeople's R&D team found
that over 80% of all applicants
come through inbound
recruiting.
Applicants from referral
programs were 9 times more
likely to get an offer than
applicants from inbound
recruiting.
Find Out More At
https://datapeople.io/
Inbound Recruiting for Remote Roles
Inbound recruiting is more
efficient, effective, and equitable
than outbound for remote jobs,
according to the recruiting
intelligence experts at
Datapeople.
"So if a hiring team is bringing in
large, diverse candidate pools with
their inbound recruiting channel, do
they really need to source passive
candidates as well?" says
Datapeople spokesperson Charlie
Smith.
With non-remote jobs that
are harder to recruit for in the
remote work era, it may
make sense, Datapeople
says.
With remote jobs that are
attracting larger and more
diverse candidate pools, it
doesn't.
"Inbound recruiting is more
efficient than outbound
when done correctly," Smith
says.
"But often hiring teams associate inbound
recruiting with 'post-and-pray' recruiting,
which isn't the same thing at all." Datapeople
defines inbound recruiting as attracting
candidates with employer branding, career
pages, online job boards, and various
marketing strategies.
Post-and-pray recruiting, on
the other hand, is publishing
an unvarnished job description
on job boards with no
accompanying marketing
efforts.
The company says that
hiring teams turn to
outbound recruiting for a
number of reasons.
When studying post-pandemic
tech hiring trends,
Datapeople's R&D team found
that over 80% of all applicants
come through inbound
recruiting.
Applicants from referral
programs were 9 times more
likely to get an offer than
applicants from inbound
recruiting.
Find Out More At
https://datapeople.io/