Digital recruiting is becoming increasingly important because it helps companies to efficiently find and attract qualified specialists. Active sourcing in particular is an effective method for significantly increasing the success of digital recruiting.
Digital recruiting: More than just a job advert
Many companies today rely on digital technologies and platforms to attract new talent. Digital recruiting not only involves simply placing job adverts on online portals, but also the strategic use of various channels, tools and techniques. This allows companies to target candidates, speed up application processes and effectively present their employer brand online.
Compared to traditional recruiting, digital measures offer many advantages thanks to their greater reach and targeted approach. For example, companies use algorithms to automatically filter CVs or conduct video interviews that are flexible in terms of time. The entire process is supported and optimised by technical means.
A good example from the IT sector shows how companies were able to recruit highly qualified developers within a few weeks using digital recruiting, even though the market is very competitive. Service providers and manufacturing companies also benefit from faster recruitment for critical positions.
Active sourcing as the key to success in digital recruiting
Active sourcing is a proactive recruitment method in which recruiters specifically search for suitable talent and approach them directly. This approach ideally complements traditional application processes and often significantly reduces the time-to-hire because candidates do not have to respond to an advert first.
Companies use social networks such as LinkedIn or Xing, specialised job boards and their own talent pools for this purpose. For example, a medium-sized mechanical engineering company uses active sourcing to approach highly qualified engineers who are not actively looking for a job but are open to new opportunities.
BEST PRACTICE with one customer (name hidden due to NDA contract) and then the example with at least 50 words: An international group in the life sciences sector was able to recruit several senior experts within three months through targeted active sourcing. The use of a personalised approach, which gave the candidates a clear idea of the corporate culture and development opportunities, was particularly helpful. The cooperation with iROI Coaching supported the process with expertise and customised strategies.
Another example from the healthcare sector shows how active sourcing also works for young talent. A hospital group built up a talent pipeline by proactively approaching and maintaining regular contact, which binds future specialists to the company at an early stage.
Practical tips for successful active sourcing in digital recruiting
The following procedures are recommended to ensure that active sourcing works optimally in the context of digital recruiting:
- Clear target definition of the required qualifications and competences
- Targeted profile mining on platforms with important keywords
- Personalised and appreciative approach to candidates
- Development and maintenance of a talent pool for long-term relationship management
- Continuous performance measurement and adaptation of the strategy
An example from the automotive industry shows that targeted data analysis and communication with candidates can generate more promising contacts in short periods of time than traditional job adverts. A start-up in the renewable energy sector reports how it was able to fill critical positions particularly quickly through a combination of social media recruiting and active sourcing.
Digital recruiting and active sourcing in practice
Numerous companies report benefits from the use of digital recruiting methods. In the banking sector, for example, the digital pre-selection of applicant profiles enables a faster and more objective decision. One software company uses automated matching systems to filter out high potentials from the applicant pool.
Thanks to active sourcing, SMEs can find talent that is otherwise difficult to reach because these candidates often do not respond to traditional job adverts. The associated employee retention improves because the early and personalised approach promotes a more positive relationship with the company.
The collaboration with iROI-Coaching supports companies in the conception and implementation of such digital recruiting projects. Clients often report valuable impulses for their recruiting strategy as well as a noticeable relief of the HR team through professional support.
My analysis
Digital recruiting is far more than just a fad - it is a necessary development that meets the challenges of the current labour market. Active sourcing in particular provides valuable impetus for recruiting specialists and managers in a timely and targeted manner. Companies that focus on this trend benefit from more efficient processes and increased visibility as attractive employers.
By integrating proven processes and new technologies, talent can be identified, approached and retained in the long term. The proactive, personalised approach, accompanied by iROI coaching, provides companies with significant support and enables them to position themselves sustainably in the competition for skilled workers.
Further links from the text above:
Digital Recruiting: Definition & Benefits | BGC Group
Active Sourcing: Targeted Recruiting - Hays
Active Sourcing: A Comprehensive Guide - myshyft.com
Active Sourcing: Examples, templates & tips from experts | HRpuls.com
Active sourcing: importance, examples and best practices
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