top of page

The Art of Outreach: How to Find and Contact Top Candidates

As a hiring manager or recruiter, one of the most important parts of your job is identifying and connecting with top candidates. But with so many job seekers on the market, it can be difficult to know where to start. That's where outreach comes in.

An old metal rotary phone on a dark blue table

Outreach is the process of finding and reaching out to potential candidates for a job. It's a critical step in the recruitment process, and it's essential for finding the best candidates for your company, but it can also be a time-consuming and challenging task, so how can you make your outreach efforts more effective?

Here are a few tips for finding and contacting top candidates:

1. Know your target audience:

Before starting any outreach efforts, it's important to have a clear understanding of the target audience. This includes identifying the types of candidates you're looking for, their qualifications, and where they're likely to be found.

To identify the types of candidates you're looking for, you should first define the position or roles that you're trying to fill. For example, are you looking for entry-level candidates or experienced professionals? What specific skills or qualifications are required for the role? Having a clear understanding of the qualifications and skills that are necessary for the role will help you identify the right candidates.

Next, it's important to determine where the candidates you're looking for will likely be found. This could include specific job boards, professional networking sites, or industry events. For example, if you're looking for candidates with experience in a specific field, such as engineering, you may want to target professional organizations or groups that focus on that industry. Additionally, reaching out to alumni of relevant universities or colleges can also be a great way to find qualified candidates.

By taking the time to understand the types of candidates you're looking for, their qualifications, and where they're likely to be found, you'll be better equipped to create effective outreach strategies and ultimately find the right candidates for your organization.

Once you've identified your target audience, you can begin to develop effective outreach strategies that will help you reach and engage those candidates. This could include email campaigns, social media outreach, or targeted advertising. It's important to use a combination of tactics to ensure that you're reaching your target audience in the most effective ways possible.

2. Use the right tools:

There are many different tools and platforms that you can use to find candidates for your organization. Some of the most popular options include LinkedIn, Indeed, and Glassdoor. Each of these platforms has its own unique features and capabilities that can help you find the right candidates for your open positions.

LinkedIn is a professional networking site that allows you to search for and connect with potential candidates. You can use LinkedIn's advanced search feature to find candidates based on specific criteria such as location, industry, and job title. Additionally, you can also use LinkedIn's Recruiter tool, which is designed for recruiters and hiring managers, to find candidates who match your specific requirements.

Indeed is a job board that allows you to search for candidates based on specific criteria such as location, job title, and keywords. It has a large database of resumes and CV's of candidates looking for jobs across the world, which makes it easy for recruiters to find suitable candidates for their open positions.

Glassdoor is another popular platform for finding candidates. In addition to job listings, Glassdoor also has a database of company reviews and salaries, which can give you insight into what candidates are looking for in their next job. It also allows you to search resumes of the candidates, and even contact them directly.

While these platforms are a great way to find candidates, it's important to use them in the right way to make the most of their capabilities. This means tailoring your searches to your target audience by using the appropriate keywords, filters, and criteria. By doing so, you'll be able to more quickly and easily find candidates who meet your specific needs.

3. Personalize your messages:

When you reach out to candidates, it's important to make sure your message is personalized and tailored to them. This will help you stand out from other recruiters and make a strong impression on potential candidates.

To personalize your message, you should mention the candidates' qualifications and how they fit the role you're trying to fill. This shows that you've done your research and are genuinely interested in them as a candidate. For example, if you're reaching out to a candidate who has experience in a specific field, such as Health & Social Care, you should mention how their experience aligns with the skills and qualifications required for the role.

Additionally, you can also mention something about the company, team or role that might pique their interest. For example, if the role is critical to a particular project, the company culture, and benefits, the company's mission, vision, or plans for the future. That would give them a sense of what they are getting into.

It's also important to make sure that your message is well-written and professional. Avoid using overly casual language or using a generic template message. This can make it seem like you haven't put much thought into your message, which can be off-putting to candidates. Instead, take the time to craft a personalized message that makes it clear that you're genuinely interested in the candidate and their qualifications.

Finally, when you reach out to the candidate make sure to have a clear next step in mind. You can set a time for a call or interview, or if they are not interested in the role, ask for a referral. It is important to keep the communication clear and smooth, so the candidates know where they stand in the process.

By taking the time to personalize your message and tailor it to the candidate's qualifications, you'll be more likely to pique their interest and encourage them to respond positively to your outreach efforts.

4. Follow up:

Following up with candidates is an important part of the recruitment process, especially if you don't hear back from them after your initial outreach. Sometimes candidates are busy, have forgotten, or have not had the chance to respond yet. A gentle follow-up can be enough to remind them and get a response.

When following up with candidates, it's important to be professional and courteous. A simple message that expresses your interest in the candidate and reiterates the opportunity is usually sufficient. You can mention in the follow-up message the position or opportunity you've reached out to them and briefly mention the requirements and how they fit the role. It is a good idea to mention a date or time to follow up again if you don't hear back.

For example, you can say something like "Just wanted to check in and see if you had a chance to review the opportunity I sent over. I wanted to remind you that we are still interested in your qualifications and would love to discuss the role with you further. Let me know if you're available for a call next Tuesday at 2 pm. I will follow up with you then."

It is important to be respectful of the candidate's time and not to be too persistent. Usually, two follow-ups are considered to be a good number, but it also depends on the specific situation and how you think the candidate would respond to it. Being too persistent in following up can come across as pushy, and can be off-putting to candidates.

In general, you should make sure to respect the candidate's schedule and preferences, if they inform you about not being interested in the role, it is important to respect their decision, and not to reach out again. It is always better to focus on other potential candidates that might be interested in the role.

By being professional, courteous, and respectful in your follow-up efforts, you'll be more likely to get a response from candidates and keep the recruitment process moving forward.

5. Be persistent:

Finding the right candidates for open positions can take time and requires patience. The recruitment process is not always easy, and you may not get a response from candidates right away. However, it is important not to give up and keep reaching out and following up until you find the right fit for your organization.

There are several reasons why candidates may not respond right away. They might be busy, have other job offers, or are not interested in the role. Sometimes candidates might not be actively looking for a job, but they might be open to the right opportunity if it presents itself.

In any case, it is essential to remember that persistence is key. By continuing to reach out and follow up with candidates, you increase your chances of finding the right fit. The more candidates you contact, the more likely you are to find someone who is a good match for the role and your organization.

You can also try different methods of reaching out and following up, such as phone calls, emails, and LinkedIn messages. And don't be afraid to think outside the box, by using Employee Referrals, Job Fairs, and other creative methods to reach out to the candidates.

Another important point is to keep accurate records of the candidates you have reached out to, the follow-ups, and the current status of the recruitment process. This will help you to keep track of your efforts, avoid contacting the same candidate twice and allow you to focus on the candidates that have shown an interest.

It is important to remember that finding the right candidates is a time-consuming process, but it is worth the effort in the end. By remaining persistent and creative in your recruitment efforts, you'll increase your chances of finding the right fit for your organization.

What tip do you think is the most powerful?

  • Know your target audience

  • Use the right tools

  • Personalize your messages

  • Follow up

Outreach is an art, and it takes time and effort to master it. But by using these tips, you can make your outreach efforts more effective and increase your chances of finding and connecting with top candidates. Remember, It's all about building a relationship with them, that's why the more personal your outreach is, the more likely they will be interested in hearing more about your opportunities.


Top Posts

Subscribe to Keep Updated

Thanks for subscribing!

FREE Resources


Contact Us

Want to hear more or just need a chat, get in touch today!

Follow Us

  • Instagram
  • Facebook
  • LinkedIn

Phone number

0118 900 1300

Email Address

bottom of page