Good employees don't fall from trees, and a job ad doesn't necessarily reach the ideal employee. For this reason, more and more employers are actively searching for suitable applicants. Social networks and applicant databases are hunting grounds for the perfect employee. What do you need to keep in mind when it comes to active sourcing? Find valuable active sourcing tips here.
Successful fishing in the big pond
Place a job ad, wait and hope for the best: As a human resources manager, you'd better say goodbye to the "post and pray" principle, because qualified specialists no longer just flutter into your door. People are no longer waiting for good employees - they are actively looking for them, both offline and online.
"Don't post and pray - hunt!"
A job ad only reaches those candidates who are actively looking for a job and regularly view relevant job ads. In addition to these candidates who are willing to change jobs, there are also a lot of potential applicants who would not be averse to a new job, but are not (always) actively looking for one.
Where to search?
Active sourcing already existed before the digital age, of course. Contacts with promising applicants were always made at trade fairs and career events, and the headhunter picked up the phone. Career fairs and similar forms of contact still exist, but the web is ahead in active sourcing: the search is faster, more efficient and more varied online. The hunting grounds for recruiters are diverse on the Web. Promising candidates can be found in social networks, on career platforms and in their own applicant databases. Depending on the platform, tracking down the ideal candidate can be more or less easy or time-consuming.
- Social networks
Facebook, Twitter, Google+ - surely there's a great new employee hiding in the wealth of profiles? Possibly, but a targeted search is only possible to a limited extent in social networks. In addition, not every user is looking for a new job, and the joy of being contacted by a recruiter may be limited. From a legal point of view, research in social networks, which are classified as leisure time activities, is in a gray area. - Career platforms
The probability of meeting job-seeking users is higher on job networks such as XING or LinkedIn than on social media channels such as Facebook. You only register on these portals if you want to use them professionally: to maintain contacts or for job options. But important active sourcing tips apply here as well: Not everyone who creates a profile is looking for a job. - Applicant databases
Job seekers who deposit their resumes in a database and fill out their applicant profile are clearly looking for a job - with varying degrees of intensity, of course. They decide for themselves what information they disclose to potential employers. So unlike searching in privately used networks, there is no need to worry about violating data protection guidelines. If the database automatically matches an employer's jobs with the qualifications or activities of applicants, there is no need to search for suitable candidates for advertised positions yourself.
With the right Address Arouse interest
The first contact makes the first impression on the applicant. And hopefully it is a good one! The more individual and professional the approach to the applicant, the higher the probability of receiving a positive response. From standard phrases (Dear Ms. Muster, this job might interest you: http://...) Therefore, it is better to refrain from writing an individual inquiry for each interesting candidate. This does not have to be a novel, the essential points can also be worked through in a short cover letter: What makes the candidate profile interesting, why would the candidate fit the advertised position and the employer? The link to the job posting and the contact details of the responsible recruiter should, of course, also be included in the cover letter.
Building a Talent Pool - Active Sourcing Tips
The candidate you contacted is not currently interested? An applicant could be a good fit for a position that won't be available for a few months? You should never lose sight of suitable applicants. A talent pool helps to keep track of relevant contacts. Data on former interns, graduates, evidence from previous job advertisements and promising potential applicants should be stored in a database. Of course, continuous maintenance requires some time and resources. If you are searching in an applicant database, you can help yourself with reminder functions so that you do not lose sight of interesting applicants.
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