Digital recruiting is becoming increasingly important in today's working world. Companies that want to be successful in the competition for talented specialists are increasingly relying on digital methods to target suitable candidates. Active sourcing in particular plays a key role here. In this article, you will learn the secrets behind successful active sourcing and how digital recruiting makes a sustainable contribution to attracting top talent.
What makes digital recruiting so effective?
Digital recruiting uses digital technologies and platforms to optimise the entire recruiting process. This includes not only placing job adverts on job portals, but also the targeted use of social networks, applicant management systems and automation tools. This complexity enables a broader and more precise approach to candidates[5][11].
For example, many companies use LinkedIn or Xing to find and directly contact potential candidates. Modern applicant tracking systems (ATS) also enable application processes to be structured more efficiently and accelerated. Digital recruiting significantly reduces the time it takes to fill vacancies and at the same time increases the quality of applications[3][5].
BEST PRACTICE at a client (name withheld due to NDA agreement): By placing targeted job adverts on industry-specific online platforms combined with active networking on LinkedIn, the vacancy in the IT sector was filled with highly qualified applicants after just a few weeks.
Active sourcing as the centrepiece - targeted candidate approach
Active sourcing refers to the proactive search for and approaching of candidates who are not currently actively looking for a job but could be open to new challenges. In contrast to classic post & pray, i.e. passively waiting for applications, active sourcing enables a direct dialogue with the target group[2][4].
Companies scour social media channels, industry databases and specialist forums for this purpose. In addition, their own recruiting events or talks at career fairs are often part of the repertoire. Individual and personalised communication increases the chance of attracting really suitable talent[2][4].
Practice has shown that personalised cover letters and authentic employer branding are crucial when approaching candidates. This is the only way to create a trusting relationship and a higher level of interest in the company.
BEST PRACTICE with a client (name concealed due to NDA contract): By means of individualised contact on LinkedIn, we were able to identify a large number of specialists and managers for a new management position and successfully win them over for interviews.
Core phases of successful active sourcing
Success in active sourcing depends on a structured approach. The following steps are central to this:
- Definition of the candidate persona with clear requirements for skills and cultural fit
- Selection of suitable channels such as LinkedIn, Xing, niche job boards or industry-specific online communities
- Research and identification of potential candidates using profile analyses and search filters
- Personalised, direct approach with individual reference to the target person
- Qualification and assessment through interviews, tests or reference checks
- Building long-term relationships with the talent pipeline, even if a direct job change is not currently planned
This approach makes active sourcing a sustainable tool that not only builds up talent pools in the short term, but also in the long term, thus facilitating future recruitment[4][8].
Digital tools and automation in the recruiting process
The integration of digital tools supports complex processes within digital recruiting. From AI-supported pre-selection of application documents to automated contact requests, companies save valuable time and can concentrate on the qualitative assessment of suitable candidates[5][11].
Chatbots help with initial communication with applicants, answer basic questions and ensure a quick response time. Digital video interviews also enable location-independence and flexible scheduling.
EXAMPLES from practice include the use of LinkedIn Recruiter for advanced searches, the use of CRM systems in recruiting to maintain candidate relationships or the use of specialised job boards to specifically target specialists[5][7].
Successful combination of people and technology
Despite all the automation, personal interviews and individual support for candidates remain very important. Digital recruiting accompanies the entire process and supports recruiting teams with intelligent tools, but also prioritises personal contact as a success factor[6][11].
BEST PRACTICE at a customer (name withheld due to NDA contract): A combination of AI-supported pre-selection and personal interviews led to faster recruitment processes, which were also perceived as professional and appreciative by the applicants.
My analysis
Digital recruiting is no longer a trend, but a necessary part of modern recruitment. The targeted use of digital channels in combination with active sourcing creates decisive advantages in the search for candidates. HR managers who use these methods and tools skilfully can make their recruiting process much more efficient and attract talent faster and more successfully.
Accompanying support through professional coaching, as offered by iROI-Coaching, can help to adapt the strategies specifically to the individual needs of the company and thus achieve sustainable success.
Further links from the text above:
What Is Digital Recruiting? (Indeed)
Active Sourcing: Targeted Recruiting (Hays)
Digital Hiring & Recruitment (Study.com)
7 Proven Ways to Actively Source Candidates (WeAreDevelopers)
Digital Recruiting: Definition & Benefits (BGC Group)
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