The battle for the best talent is in full swing. In this competition, active recruiting, such as active sourcing, is becoming more and more important. In this short article, you will learn how active sourcing succeeds and strengthens your employer branding at the same time.
What is Active Sourcing?
Active sourcing is a recruitment concept in which potential new employees are actively sought, contacted and involved in relationship management. So it's about not waiting for applications, but taking the initiative and reaching out to the best talent directly.
Why and when does active sourcing make sense?
There are many reasons for using active sourcing:
- Shortage of skilled workers: In many areas, it is difficult to find suitable skilled workers. Active sourcing helps to expand the talent pool and also attract passive candidates.
- Demographic change: The population is ageing, the number of school leavers is falling. Active sourcing can help to compensate for the impending shortage of skilled workers.
- Digitalization: The world of work is changing rapidly. Active sourcing makes it possible to find candidates who have the necessary digital skills.
- Competition for talent: Companies compete for the best minds. Active sourcing can help you stay ahead of the competition.
Active Sourcing: The 6-Step Plan
The following six-step plan makes it easy to keep track of the online process of active sourcing while promoting effectiveness and efficiency.
- Define candidate personas: Create a profile of the ideal candidate to define the target audience. What qualifications, experience and characteristics are important?
- Choose a method: Which method best suits your target audience and business goals? Online channels such as LinkedIn or Xing, as well as offline events such as trade fairs or congresses, can be used.
- Prepare strategy and communication: Plan how to approach candidates and create templates for messages and emails.
- Identify people: Look for candidates who match your candidate persona. To do this, use online platforms, databases or your network.
- Contact: Get in touch with the candidates and introduce yourself and the company.
- Follow up and record results: Stay in touch with candidates and document the results of your efforts.
Methods and tips for active sourcing
- Profile mining: Search for candidates on social networks such as LinkedIn or Xing.
- Referral sourcing: Use your employees' recommendations to find new candidates.
- Newsletter: Send newsletters to your talent pools and inform them about vacancies.
- Resume databases: Search databases for candidates with the qualifications you want.
- Online services: Use online platforms such as Zoom, YouTube, or Instagram to connect with candidates.
- Offline methods: Attend trade fairs and congresses, hold lectures or workshops.
Benefits of Active Sourcing
- Expands the talent pool: You can also reach passive candidates who are not actively looking for a job.
- Reduces costs: You save time and money when looking for new employees.
- Improves the candidate journey: They provide candidates with a positive experience and increase employer attractiveness.
- Strengthens employer branding: You show that you are actively seeking out the best talent.
What needs to be considered when active sourcing?
- Data protection: Comply with the GDPR when handling personal data.
- Competition law: Avoid unfair competition methods.
- Time commitment: Active sourcing is time-consuming and requires patience.
- Authenticity: Be authentic and transparent in your communication.
Result
Active sourcing is an effective tool to survive in the war for talent. With a well-thought-out concept and the right approach, you can attract the best talent to your company while strengthening your employer branding.
