Active Sourcing als Revolution im Recruiting Prozess

Active sourcing is becoming more and more important among HR professionals. It describes the search for candidates and their direct acquisition. No positions are advertised publicly and no corresponding response is awaited (“Post & Pray”, instead the “Sourcer” explicitly selects candidates himself. In the following we will inform you about the advantages that Active Sourcing can also bring you.

Why become active yourself instead of a classic job advertisement?

Excellently trained candidates receive countless offers via social media every day. These are usually deleted directly without being read at all. Yes, the active search for suitable employees is much more complex than placing a job advertisement and waiting for the reactions.

In order to be successful in active sourcing, a corresponding target group orientation and empathy is necessary. In the next few years, the importance of vitamin B (relationships) will increase. Desired candidates must be approached emotionally, since precisely these are in increasing demand in future-oriented areas such as STEM, sales or finance and there are more positions than good young people. There are also portals such as Xing or LinkedIn, which have created equality between employees and employers.

With your own active search, you can become active yourself in times of a shortage of skilled workers and possibly even poach good candidates who have not yet thought about changing jobs or starting a new position. You can also be sure that you only devote your valuable time to suitable applicants.

How is Active Sourcing carried out?

With active sourcing, it doesn’t matter whether the ideal candidate is studying, already employed elsewhere, or even interested in a new position. Recruiters actively approach suitable candidates via social media, networks, trade fairs, university events or seminars and workshops.

Active sourcing also for your company

In order to become active in the search for personnel, a concept is first important. This starts with checking your own Applicant Tracking System (ATS). So ask yourself what you want to use your resources for. Do you want to collect profiles that are often in demand or do you want to address applicants for special and very high requirements directly? Check which platforms you can and want to use, what investments you are willing to make.

In addition, you should determine key performance indicators, so-called KPIs, right from the start, which you can use to assess the relationship between costs and benefits and to gauge success. Without these key figures, deviations from the set goals and the wrong use of resources can quickly occur. Possible key figures are, for example, the number of addresses and the reactions to them or the filling rate of advertised positions.

Active recruiting costs time and money, and everyone involved should be aware of this. The personnel responsible must be specially trained, and this investment should not be shied away from either. If a company wants to use successful sourcers, very good internal communication is essential. What expectations are placed on the respective sides? How many candidates and interviews are desired? Which processes take place between recruiter and candidate and which conditions apply? These points must be clarified.

Four simple steps to implementing Active Sourcing

Empathy is paramount. Recruiters have to show sensitivity when dealing with applicants so that they perceive your company precisely from the daily flood of news.

In the following, we present four steps that are important in the active search for employees:

Identification: First of all, you have to find suitable candidates. For example, search through social media channels or network platforms.

Research: Find out about the candidate, collect background information. What qualifications and interests do you need to consider? Try to find a motivation for a job change straight away. This makes it possible to authentically address the desired candidate via Xing, LinkedIn, Facebook, Instagram or even Twitter.

Individuality: Be special. Call the right person instead of sending the tenth email.

Presentation: Present yourself appropriately on social media and respond promptly when interest is shown.

The job interview with sourced applicants

If you’re talking to candidates you’re poaching or trying to get them interested in the vacancy in the first place, skip the usual questions. Inform candidates about the benefits your company offers them and refer to the channel through which you came in contact. Your employer branding benefits from a positive candidate experience.