Digital recruiting is becoming increasingly important in today's working world. Companies are increasingly using digital methods to efficiently find and retain the best talent. In particular, actively approaching potential candidates, also known as active sourcing, helps companies to discover junior staff and experienced specialists who are often not actively looking for a job.
Digital recruiting: The art of active sourcing to find talent
Active sourcing is a central component of digital recruiting. In contrast to passive recruitment, where companies wait for incoming applications, recruiters actively approach candidates - usually on platforms such as LinkedIn, Xing or specialised forums. This allows them to reach talented individuals who are not actively looking for a job but could be open to new career opportunities.
For example, tech companies use active sourcing to directly approach developers with sought-after programming languages. In the financial sector, this strategy is used to recruit experienced analysts or compliance specialists in a targeted manner. In the healthcare sector, clinics and medical practices are also increasingly relying on digital sourcing strategies to target nursing and therapy specialists.
Digital recruiting offers a variety of ways to attract candidates via search algorithms, automated profile screenings or content marketing. Recruiters can create personalised messages on LinkedIn that are tailored to individual career goals and skills. Another advantage: digital tools allow efficient management of large candidate pools and support the tracking of interactions.
Best practice at a customer (name concealed due to NDA contract): Active sourcing was used there to target project engineers with experience in renewable energies in the field of mechanical engineering. Thanks to a targeted multi-channel approach via LinkedIn, Xing and industry-specific job portals, the number of qualified applications tripled within three months.
Advantages of active sourcing in digital recruiting
Active sourcing complements the traditional candidate search and has the following advantages:
- Targeted outreach to passive candidates who are otherwise barely visible.
- Strengthening the employer brand through individual contact and counselling.
- Shorter time-to-hire thanks to faster pre-selection and direct contact.
In the IT sector, companies benefit from the fact that they can approach specialised developers who are often not active on job portals. Similarly, the automotive industry reports positive effects when experts from vehicle development are systematically contacted. Associations and institutions in the cultural or social sector also use digital channels to attract committed specialists who respond particularly well to personal contact.
Practical tips for successful active sourcing in digital recruiting
If you want to use active sourcing as part of digital recruiting, you can start with these ideas:
- Precise target group analysis: Clearly define which competences, experience and soft skills your desired candidates should have.
- Personalised approach: Avoid standard texts. Address individual profiles and talk about specific career opportunities.
- Use networks intensively: Actively involve existing employees to generate recommendations and increase credibility.
Example: A start-up in the financial technology sector has established a digital referral programme. Employees are incentivised to suggest qualified contacts from their network. As a result, several vacancies were filled in a short space of time and employee loyalty was strengthened at the same time.
Regularly sharing insights into company values and culture on social media also has a supportive effect. Candidates not only want to know what they should do, but also why they should become part of the team. Transparent communication creates trust.
Best practice with a customer (name hidden due to NDA contract): A digital recruiting campaign was launched at a retailer via Instagram and Facebook. Stories and short videos were made with employees who reported on their development opportunities. The number of qualified applicants increased significantly, with young talent in particular feeling addressed.
Digital recruiting: Sustainable strategies for companies
Digital recruiting means being open to new technologies and communication channels. In addition to active sourcing, tools such as applicant tracking systems (ATS), AI-supported applicant pre-selection and virtual interviews are playing an increasingly important role. They take the pressure off the recruiting team and improve the candidate experience.
Companies in the software industry are experimenting with gamification elements in the application process in order to retain talent in a playful way. In the manufacturing industry, companies are focussing on digital job fairs that also offer applicants access from a distance.
Best practice at a customer (name withheld due to NDA contract): A medium-sized consulting firm introduced a hybrid application process with virtual interviews and online skills tests. Candidates appreciated the flexibility and were able to demonstrate their skills in a practical way. The company reports a higher completion rate when filling vacancies.
My analysis
Digital recruiting is essential today in order to successfully find talent in an increasingly competitive labour market. Active sourcing increases reach outside of traditional channels and promotes direct dialogue. As many skilled workers are not actively searching, this form of recruitment supports companies in making passive talent visible and addressing it in a targeted manner.
Through the intelligent use of various digital tools and channels, companies can make the entire recruiting process more efficient, transparent and attractive. The following applies: genuine interest in candidates, a personalised approach and continuous communication create trust and often lead to a higher quality of applicants. iROI coaching supports companies in developing and successfully implementing the right strategies for their digital recruiting.
Further links from the text above:
21 Creative Sourcing Strategies To Find and Attract Top Talent - AIHR
Mastering Digital Recruitment Strategy: An In-Depth Guide
Successful talent acquisition strategies in the digital age - Umantis
10 Talent Sourcing Strategies to Attract Top Candidates - Revelo
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