In the IT sector, it is often difficult to find suitable candidates for vacancies. This is why many companies rely on active sourcing, i.e. the targeted approach of potential candidates. But how often should these people be "reminded" or contacted again in order to win them over for the vacancy? Repeated contact

Regular contact is crucial

Experts agree that regular contact is important to keep candidates interested and draw their attention to the vacancy. However, it is also important to find the right balance so as not to appear intrusive and scare off potential candidates.Repeated contact

Timing and personalisation are key / Repeated contact

The right timing and a personalised approach are the key here. Contacting candidates too frequently can give the impression that the company is under time pressure or sees them as "numbers". Contacting them too infrequently, on the other hand, can lead to candidates no longer remembering the company or losing interest. Repeated contact

Experts therefore recommend adhering to the following principles:

• Contact should be made at appropriate intervals (e.g. every two to three weeks).
• Communication should be personalised in order to arouse and maintain the interest of the candidates.
• It is important to choose the right channels for making contact, e.g. e-mail or telephone.
• The contact should focus on the progress of the application process in order to increase the candidates' interest.

Overall, it is clear that contacting potential candidates plays an important role in the active sourcing of IT candidates. Regular, but not intrusive, contact can help to maintain the interest of candidates and win them over for the vacancy. However, the focus should be on the right timing and a personalised approach.