Active sourcing – proactively seeking and finding talent
Active sourcing is a good way to attract specialists in today’s competitive job market. Let’s take a look at the definition and methods of this tool. Let’s start with a brief summary: it involves the targeted search and direct approach of candidates.
What is active sourcing?
When a company independently researches, approaches and recruits suitable candidates, this process is known as active sourcing. In other words, a company actively approaches potential employees instead of passively waiting for applications. The retention of potential future employees in the company also falls under this term.
Active sourcing can take place very classically offline at a job fair or in front of a lecture hall. Today, it usually takes place online in social (business) networks such as XING or LinkedIn.
What methods are there?
The classic approach is profile mining in business networks. The recruiter searches for suitable candidates on XING and LinkedIn and writes to them. Social media, especially Facebook, Instagram and Twitter, also offer a large number of talents, but the search is usually much more difficult there, as these platforms lack a business focus. People also like to google candidates – to gain further information or search directly for CVs.
In addition, it is often worth taking a look at CV databases from professional providers. The recruiter can already be successful here and find suitable candidates. Referral sourcing looks for the relationships and network connections of potential employees. This makes it possible to find similarly suitable candidates. Talent networking is effectively a separate talent pool including referrers. Ideally, a pool of potential employees, but in any case a network with prepared contacts, is maintained and – for example via events – linked to the company. The sourcer compiles this pool from his own network and from the results of his online activity. The advantage is that the sourcer can immediately approach prepared contacts from the network when filling a vacancy.
Last but not least: your own career or talent page. You may not be directly active there yourself, but “classic” measures such as an applicant website on your homepage or on social media channels can be combined with your talent pool and thus become more efficient. Ask your contacts generated here whether they would like to be included in your talent pool and contact them again if necessary. This way, your company is set up for the future.
War for Talent: When does it make sense?
Proactively approaching potential employers makes sense in times of a shortage of skilled workers and gives you a natural advantage in the race for the talent of today and tomorrow. In this way, candidates who are not actively looking are also approached and made aware of your company.
The traditional method of requesting applications via job advertisements is labor-intensive and often less effective in terms of results. Active sourcing can be particularly promising in the targeted search for specialists.
Active sourcing and recruiting. What is the difference?
Sourcers use active sourcing and recruiters in the traditional sense use the “old” way via job advertisements and similar methods. The difference lies in the proactive approach in active sourcing – in contrast to the collection and evaluation of applications in traditional recruiting.
Conclusion
It depends on the circumstances in your company. Active sourcing can be worthwhile for your company from around twenty vacancies (specialists) per year. Ultimately, many paths lead to suitable talent – in times of skills shortages and Generation Z, you will hardly be able to avoid active sourcing in your HR management in the future.
