In this article, you'll learn how to attract candidates using a well-structured outreach strategy. And we know what we're talking about—80% of our recruitments lead to a hire, and 96% of our clients return to us for future processes. Read on as we share our insights with you – it’s all free!
Welcome to a red ocean job market
Finding the right candidates can be a challenge in today’s competitive job market. It’s - among many other professions - difficult to recruit specialists, leaders, IT professionals, craftsmen, cleaning staff, and service workers. This is why an active outreach strategy is crucial for engaging top talent. Many candidates are not actively job-seeking but remain open to opportunities if presented with the right offer.
In fact, our Job Insights Report (2024) reveals that 54.69% of the workers are passive jobseekers, meaning you miss out on many potential candidates if you rely solely on job advertisements that are better fit for attracting the active jobseekers.
54.69% are not actively looking for a job but are open to opportunities if they arise.
Your competitors are likely already reaching out to candidates. Many professionals are frequently contacted about job opportunities, making it essential for you to stand out. A strong outreach strategy means meeting candidates where they are—not just where you think they are.
What makes a good outreach strategy?
“An outreach strategy should always be part of a broader recruitment strategy,” says Recruitment Manager at Jobindex Jacob Perstrup Matyjasik. “It starts with market and profile research. Then comes job advertising, where the outreach phase actively engages potential candidates. Afterwards screening and pre-interviews are in focus, followed by interviews and final decisions.”
Solid preparation makes the difference
When working with outreach, preparation is key, as it sets the tone for the entire recruitment process. Take time to gather insights about your candidates, understand their current market position, and anticipate their future needs.
“It’s important to do the groundwork and understand the candidate market while being clear on the role you want to fill,” says Jacob Matyjasik.
Thorough preparation helps create the right messaging, a compelling pitch, and a strong employer brand.
“Many employers forget to consider what they truly offer as a workplace. Being clear about what makes your company unique and how your work conditions are special is what significantly improves your success rate,” Matyjasik explains.
Other questions that may arise include who from your organization should make the initial contact—there is a big difference between addressing candidates who frequently receive job offers and those who rarely get approached. After this, you should consider whether to use personalized phone calls or more standardized messages. Each detail matters.”
Another crucial aspect is reducing barriers in the recruitment process. Some candidates don’t have time for long applications or complex registration systems. Simplifying the process can be the deciding factor in whether a candidate engages with your offer.
Find Candidates Where They Are
Understanding which platforms and networks your target candidates use is vital for directing your efforts effectively.
“One useful question to ask is: Where do candidates stay updated?” says Matyjasik. “It varies greatly depending on whether you're looking for a craftsman or an IT professional. You won’t find them in the same places. LinkedIn is ideal for high-level finance, engineering, or IT roles, but it’s not necessarily where you’d find a bricklayer or electrician. That’s where Jobindex offers an advantage, as we have access to multiple platforms and can find any candidate.”
Build Relationships and Create a Talent Pipeline
“Outreach isn’t just about filling immediate roles. It’s also about building relationships and positioning potential candidates for future opportunities, creating a pipeline that supports organic growth,” Matyjasik explains.
This long-term strategy is especially valuable for larger companies that can invest in continuous talent engagement. As the labor market tightens, this approach is becoming increasingly important.
Personal Contact is Key
Many recruiters use AI and automated messages for outreach, but Matyjasik warns against over-reliance on automation.
“Candidates need to feel that effort has been made. Most people can spot a generic, impersonal message right away,” he says.
He highlights phone calls as one of the most effective ways to build relationships with candidates:
“I often reach out after work hours when candidates have time to talk. This allows me to connect the dots between the role and their skills—and explain why it’s the right fit for them.”
Let Us Do the Work for You
A successful outreach strategy requires time and preparation. If you need help reaching the best candidates, we can handle the entire process for you. At Jobindex, we have access to over 700,000 profiles, giving you the best chance of finding the right candidate.
Make contact and learn how we can help you attract the perfect profiles for your company
You are always welcome to give us a call on +45 38 32 33 55
Learn more about our services here
