Active sourcing requires very specific knowledge, a lot of experience and strong sourcing skills. This is why we believe that recruiters and traditional headhunters are not active sourcers.
As a rule, the focus of a recruiter is not on actively searching for candidates. Recruiters consult internally with managers, define job descriptions, select from existing candidates, conduct interviews, manage offers and finally onboard new employees. This means that recruiters should be highly skilled in communication, counselling and selection.
Headhunters also work differently - they usually look for candidates at management level. They network heavily with the C-level target group - the process is long and the selection process is very intensive. The fees are high compared to the fees of an active sourcing due to this very intensive process.
If sourcing managers (sourcing recruiters - also called social recruiters or sourcing consultants) want to be successful, they need to have a detailed understanding of social networks, Web 2.0, newsgroups, forums, blogs, etc. and know how to search these channels successfully. They need to be highly adaptable and flexible and know how to communicate effectively with each target audience.
Sourcers must have different qualities to recruiters: they must be persistent and patient. They must be precise and consistently apply effective methods in their work and be very well organised.
For whom is active sourcing worthwhile?
Companies that fill at least 20 roles a year are more successful in recruiting if they use active sourcing. This gives them the advantage that the recruiter is continuously supplied with goal-qualified candidates with whom the specialist department can work. This means that the candidate pipeline is always full and positions are filled more quickly. The company saves time and money and can successfully fill vacancies.
Active sourcing as a service
indivHR offers in German-speaking countries Active Sourcing as a service and thus helps well-known companies to fill their IT vacancies. The founder, Ilka Szentkiralyi, worked for many years as an international recruiter in an IT company and has realised that in the competitive market for IT talent, nothing works without a personal and individual approach to candidates. From her point of view, the separation between the role of the active sourcer and the recruiter is necessary in order to successfully attract candidates.
Active sourcing with indivHR
indivHR offers HR managers the opportunity to proactively search for candidates. Be it for current vacancies or to build up a candidate pipeline for the future. We support you with our team and over 15 years of experience in German-speaking countries. Customised and precise. Fast and efficient.
We would be happy to advise you and work with you to find the ideal model to make your recruiting even more successful.