Digital recruiting has long since ceased to be a trend, but has become common practice in modern talent management. Companies are looking for ways to utilise digital tools, social networks and innovative methods to find suitable candidates. It becomes particularly exciting when active sourcing is used because your talent pool then grows beyond all expectations.
Digital recruiting: more than just online job boards
Digital recruiting goes far beyond sending out job adverts on traditional platforms. It describes the complete digitalisation of the recruitment process - from initial contact to hiring. This involves the use of technology that makes it possible to reach, inspire and retain candidates regardless of time and place. Recruiters use social media, career sites, their own databases and special tools to identify, approach and attract talent [1][3][5].
The digital transformation is not only changing processes, but also the expectations of applicants. They want quick feedback, mobile application channels and an authentic insight into the corporate culture.
Clients often report that they are no longer able to find the right candidates using conventional methods. This is where we at iROI-Coaching come in and help companies to sharpen their digital recruiting strategy.
Active sourcing as a game changer in talent management
Active sourcing is a supplement to traditional digital recruiting. Recruiters search specifically for suitable talent - even if they are not actively looking for a job. The difference: instead of waiting for applications, candidates are approached directly - via email, LinkedIn, Xing or other channels [2][6][7].
One simple approach is profile mining. Recruiters scour social networks for specific skills, experience or interests. Anyone looking for an experienced software developer, for example, filters specifically for „Python“, „Full-Stack“ or „Agile“ on LinkedIn and contacts suitable profiles personally. This works particularly well because these talents are often not even active on traditional job boards.
Another example is the targeted expansion of a company's own talent pool. Companies collect contacts from former applicants, interns and network partners so that they can contact them directly when new vacancies arise. This avoids „cold applications“ and keeps relationships warm, even if no suitable offer is currently available [2][4][20].
Referral sourcing is another tried and tested method. Here, companies utilise their own employee network to find suitable candidates. An employee recommends a contact from their network - this increases the likelihood that the new colleague will actually fit into the team.
BEST PRACTICE with one customer (name hidden due to NDA contract) and then the example with at least 50 words: A medium-sized company from the tech sector had been searching in vain for specialists in cloud architecture for a long time. Through targeted profile mining on LinkedIn and a personalised approach, three suitable candidates were recruited for the first interview within four weeks. The targeted use of personalisation tools and automated tracking in the application process significantly increased the conversion rate. The recruiters report that thanks to this method, they were also able to approach international talent that was previously unreachable.
Three practical examples: How digital recruiting works with active sourcing
- An IT company regularly uses its own webinars and virtual events to get in touch with potential candidates. The participants are then added to the talent pool and targeted for new positions.
- An industrial company analyses CVs in publicly accessible databases and combines them with AI-supported tools to find particularly suitable profiles. The approach is personalised and includes specific information about the company.
- A start-up from the creative industry relies on an innovative employee referral programme. Anyone who refers a new colleague not only receives a bonus, but is also actively involved in the recruitment process.
How to increase your talent pool with digital recruiting and active sourcing
A structured approach is recommended to expand your talent pool in the long term. Start with a clear definition of the required skills and the corporate culture. This will enable you to target the right candidates in all phases of digital recruiting [1].
Create an attractive careers page that gives applicants a real insight into your company. Use videos, testimonials and current projects. Today, many job seekers inform themselves on social media and company websites before they apply [11].
Invest time in maintaining your talent pool. Keep in touch with former applicants, interns and interested parties through regular newsletters or personal messages. This will ensure that your company is remembered when a new job becomes available [4][20].
Support your recruiters with modern tools that automate and simplify the process. Applicant tracking systems, AI-supported pre-selection and mobile application forms are now standard in digital recruiting [9][13].
Clear advantages: Why digital recruiting and active sourcing are worthwhile
Digital recruiting methods offer numerous advantages. They reach more potential candidates, shorten the time it takes to fill a position and significantly improve the quality of applications [11]. Companies report increased diversity in their teams because they can also target passive talent [6][7].
Cost efficiency also speaks in favour of digital recruiting. Advertising on social media, targeted email campaigns or automated tools are often cheaper than traditional print adverts or trade fairs. In addition, all steps can be optimised based on data, which makes decision-making easier [11].
My analysis
Digital recruiting is not a panacea, but it is a powerful driving force for modern talent management. Companies that rely on digital technologies, active sourcing and targeted talent retention gain a clear competitive advantage. Companies that act consistently in this area reach more and more suitable candidates - regardless of location or industry.
iROI-Coaching supports you in the development and implementation of your digital recruiting strategy. Together, we identify potential, test new tools and provide targeted impetus for sustainable talent acquisition.
Further links from the text above:
Digital Recruiting: Definition & Benefits | BGC Group[1]
Active sourcing: methods, channels, pitfalls - Personio[2]
What Is Digital Recruiting? (Definition And Benefits) | Indeed.com India[3]
5 active sourcing strategies that every recruiter should use[4]
Digital Hiring & Recruitment | Definition, Strategies & Trends[5]
Active sourcing: importance, examples and best practices[6]
Modern recruiting methods & digital recruiting | WorkerHero[7]
Our Expert Best Practices for Effective Digital Recruiting | Willo Blog[9]
What's Digital Recruitment, and How to Build a Solid Digital Recruitment Strategy[11]
Active sourcing: 14 tools & methods for actively searching for candidates[20]
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