Even the supposedly crisis-proof IT sector is "Corona-infected". IT and software projects are being postponed, re-evaluated for their value or cancelled altogether. The internal or external consultants, project managers, cloud architects or other experts assigned to them are being cut back or used for operational necessities. This puts even established IT service providers or software houses under pressure, because the project pipeline threatens to dry up. Even renowned companies often react in such crisis situations with an immediate hiring and recruiting freeze. But is this really the last word in wisdom? As soon as the trend picks up again - and it will by 2021 at the latest - the right employees are the measure of all things for the economic success of IT service providers. The increasingly important digital requirements for companies are becoming more and more visible; even the pandemic has contributed to this and shown how vital digital communication and collaboration are internally and externally.
So if you want to be ready for the recovery after the crisis with the right employees on board, you should not bog down in recruiting at the first opportunity, but plan ahead. But how can this be combined with the definitely difficult general conditions - less turnover, pressure on costs?
Ilka Szentkiralyi / indivHR
"Hiring can understandably be stopped in times of crisis, recruiting efforts reduced for fewer open positions. But it's important to continue to stay on top of interesting candidates, keep in touch and remain visible as an attractive employer."
says Ilka Szentkiralyi, managing director of the active sourcing boutique indivHR GmbH, which has been successfully searching for and finding the right employees in German-speaking countries for renowned IT service providers for more than 15 years. She is convinced that active sourcing is this cost-efficient constant to stay sustainably in the race for the right minds.
What distinguishes this approach from others? All other recruiters use Linkedin and Xing to search for candidates. And why should this active sourcing be cost-saving and proactive?
This is obviously not just about using digital tools for a favorable candidate search, but a combination of the right sources with many potential candidates and the right, job-specific matching between people and companies, in personal conversations. "Continuously identifying suitable candidates, approaching them, picking them up, arousing interest, convincing them, inspiring them, in order to be able to bring a candidate into play at the right time," is how the HR expert describes her successful sourcing activities, which result in more than 60 job placements per year. Successful companies have turned this proven "search-find-match" method into an ongoing process, even though there may be fewer or no vacancies at times. Active sourcing services by accomplished experts saves recruiters time, improves the "candidate experience," increases hiring success at a lower "cost per hire" compared to selective headhunting.
Because in a few months at the latest, everyone - awakened from their "recruiting slumber" - will be fighting for the same candidates again. And we are still in an "employee market" in IT, even Corona won't change that. Most desired candidates have a notice period of at least 3 months anyway. So why wait until others snatch away an important player for your future. Active sourcing bridges times of crisis and enables agile, effective recruiting, including employer branding.
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