The battle for talent is in full swing. Companies that want to assert themselves in the war for talent have to break new ground. Active Sourcing offers an innovative solution to actively search for the best candidates and approach them directly.
Active Sourcing – Definition
In contrast to passively waiting for applications, active sourcing goes on the offensive. Recruiters actively search for suitable candidates, regardless of open positions. This creates a talent pool that can be used for new vacancies at any time.
Benefits of Active Sourcing
- Faster recruitment process: Suitable candidates are contacted directly before applying elsewhere.
- Access to passive candidates: Talents who are not actively looking for a job can be attracted.
- Improved candidate experience: Direct contact and a transparent approach increase the attractiveness of the company.
- Lower costs: Lengthy job advertisements and expensive recruiting agencies are reduced.
Challenges
- Time-consuming research: The search for suitable candidates requires know-how and patience.
- Danger of "spamming": Impersonal requests can deter candidates.
- Negative impact on the employer brand: Unprofessional actions can damage the company's reputation.
Methods of Active Sourcing
- Career page: Present vacancies attractively and use the page as your company's business card.
- Profile Mining: Search career networks such as Xing and LinkedIn for relevant profiles.
- Open Web Search & Boolean Search: Refine your search with search operators and specialized tools.
- Harvesting: Scour specific channels for suitable candidates.
- CV Database Search: Find talent in external resume databases.
- Referral sourcing: Use your employees as referrers.
The right channels
- Talent Pool: Manage your contacts and use the pool for new vacancies.
- Social media: Facebook and Instagram are suitable for young talents.
- Business networks: Xing and LinkedIn are ideal for experienced professionals.
- Career fairs: Make your first contacts with interesting candidates.
The Active Sourcing Cover Letter: The Key to Success
The cover letter is a central element in active sourcing. It is the first contact between the company and the potential candidate and decides whether they are interested in the job or not.
That's why it's important that the cover letter
- is personally tailored to the candidate,
- clearly highlights the benefits of the job and the company, and
- arouses the candidate's interest.
Here are some tips for a successful cover letter in active sourcing:
- Research the candidate: Find out about their CV, interests, and career goals.
- Write a personal salutation: Avoid mass mailings and address the candidate directly by name.
- Make the connection: Explain why you're contacting the candidate and why you think they're a good fit for your company.
- Highlight the benefits of the job: What makes the job attractive? What challenges and development opportunities does it offer?
- Convey company culture: Give the candidate an insight into your company's values and atmosphere.
- Pique the candidate's interest: At the end of the cover letter, ask the candidate to get in touch with you.
Result
Active sourcing is basically suitable for any company, but it requires a certain learning curve. Therefore, it is advisable not to embark on active talent acquisition unprepared, as this can quickly backfire. It is advisable to consider in advance who the target group is and where it can best be reached. Based on this, a suitable method for active sourcing can then be selected. In doing so, it is advisable to combine several methods and conduct thorough research. In addition, you should not neglect the possibilities of active offline recruitment and always maintain a personal and appealing approach.
