Active sourcing is not an all-purpose weapon in proactive recruiting, but with good strategic planning it can help find the perfect candidate quickly. Coach Ilka Szentkiralyi knows what it takes.
For all those who are not yet familiar with the term Active Sourcing: Explained briefly and succinctly, what is Active Sourcing?
Active sourcing is an essential component in HR marketing to describe proactive candidate search/approach 
for clearly defined positions. The applicant process turns around: the sourcer (as part of HR) takes over the active part! This can be done offline as well as online. We divide the process into the search, the ident and the individual active approach.
Why is proactive recruiting so important these days? Is this type of approach equally suitable for all target/age groups?
I see the high priority in the prevailing shortage of skilled workers. There are simply more open positions than suitable applicants. We have to fight for talent, and we can't do that by continuing to follow the classic post-and-pray principle. As I said before, the high value of active sourcing is to be seen in the shortage of skilled workers, which also means that the target group of active sourcing is primarily based on this - Age groups independent. But this also means that active sourcing is not suitable for all target groups. I am still convinced that, for example, positions in the field of assembly can be found well via classic ads. In addition, with Active Sourcing, the target group must also be available online. A fact that is also not always true.
How does active sourcing differ from classic headhunting?
The difference lies in the form of address. In the case of active sourcing, the approaches are made exclusively in writing. 
carried out. You deal with the candidates in advance and define a clear number of candidates with whom you enter into communication. Here, quality takes precedence over quantity. In addition, information about the client is disclosed very quickly and in detail. In classic headhunting, contact is made by telephone. Here it is primarily a matter of inquiring about the interest and the possibility of a further telephone call in which further points can be discussed. Here the quantity is first of all in the foreground.
When it comes to active sourcing, many people think of making contact via LinkedIn or Xing. What other channels are there?
These are 2 of many possibilities. There are different methods that go beyond Xing and LinkedIn - are even much more successful. We build and expand our networks in forums and blogs, among other places, identify talent and contact them.
You want to become more successful in recruiting? We support you with virtual and personal customized trainings or individual consulting. If you wish, we can take over your active sourcing completely, so that your recruiters can work with a well-filled pipeline.
Active sourcing with indivHR
indivHR offers HR managers the opportunity to proactively search for candidates. Be it for current vacancies or to build a candidate pipeline for the future. We support you with our team and over 15 years of experience in German-speaking countries. Tailor-made and precise. Fast and efficient.
Please feel free to contact us!
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