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Apr 25, 2025

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Apr 25, 2025

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The recent wave of educational technology advancements highlights a transformative shift in how educators, institutions, and employers approach learning and workforce development. From vibrant online professional learning communities supporting teachers in integrating digital tools, to cutting-edge virtual reality applications that redefine experiential learning, the articles in this week's News Roundup reveal a shared focus on innovation, collaboration, and adaptability.

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NEW YORK/LONDON – April 23, 2025 – K2 Integrity , the leading global risk and financial crimes advisory firm and Sonata One , the...

Apr 18, 2025

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Edtech and Workforce Tech News Roundup - 4/18

Our latest News Roundup highlights key insights from industry reports, the opinions of industry leaders, and the perspectives of learners and employers alike.

Apr 18, 2025

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Acceleration Academies

Kelli Campbell Discusses Transforming Education for At-Risk Students on THRIVEinEDU Podcast

In a recent episode of the THRIVEinEDU podcast , hosted by Dr. Rachelle Dené Poth, Kelli Campbell, Acceleration Academies chief executive...

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Acceleration Academies

Priscilla Alonzo Named Winner of EdTech Chronicle’s Best in Education Awards

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Research: Inbound Recruiting Is More Efficient Than Outbound for Remote Jobs

  • Writer: Cat Burchmore
    Cat Burchmore
  • May 19, 2023
  • 2 min read

Updated: Nov 20, 2024

Datapeople’s R&D Team research shows that inbound recruiting is more efficient and effective than outbound.


Inbound recruiting is more efficient, effective, and equitable than outbound for remote jobs, according to the recruiting intelligence experts at Datapeople.

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.


“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?” asks 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. But 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. Budget and team cuts can mean having to do more with less. Tight labor markets can mean fewer qualified inbound candidates. Finding and reaching out to passive candidates may feel proactive and productive, despite yielding few responses or applications.


But Datapeople reports that outbound recruiting tactics like sourcing and referrals are inherently inequitable. When studying post-pandemic tech hiring trends, Datapeople’s R&D team found that over 80% of all applicants come through inbound recruiting. Yet those applicants only represented half of all hires. In fact, applicants from referral programs were 9 times more likely to get an offer than applicants from inbound recruiting.


“Hand-picking candidates instead of inviting everyone to apply isn’t equitable and can hurt DEI efforts,” says Smith. “But it’s also less efficient and cost-effective, particularly for remote jobs, as our data shows.”


Read original story here.


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