Why digital recruiting is essential for companies today
Digital recruiting is changing recruitment in the long term because it allows companies to reach talented people in an efficient and targeted manner. More and more companies are using digital channels to approach, attract and retain applicants. Targeted active sourcing can significantly increase the quality of newly recruited specialists. Traditional job advertisements are increasingly taking a back seat, while proactive strategies are gaining in importance.
Active sourcing: The targeted route to highly qualified specialists
Active sourcing means that companies identify potential candidates themselves and approach them directly - regardless of whether they are actively looking for a job. Profile networks such as LinkedIn or XING, company talent pools and AI-supported search tools play a central role in this. The advantages are obvious: greater accuracy of fit, faster filling of open positions and a stronger employer brand[2][4].
In contrast to passive recruiting, which relies on incoming applications, companies take the initiative with active sourcing. In this way, even hard-to-fill positions can be successfully filled. The systematic search and approach requires recruiters to know the target group precisely and send personalised, appreciative messages. This is the only way to establish a genuine relationship with the talent[2][4].
Example: How a technology company is revolutionising its talent search
A medium-sized software company from Munich consistently focussed on active sourcing because the traditional job advertisements were hardly producing any suitable candidates. The team used LinkedIn to search specifically for developers with specific programming skills.
Each approach was individually formulated and related to specific projects and the corporate culture. Within three months, four highly qualified specialists were recruited who had not previously been actively looking for a job. The onboarding process was supported by digital tools, which made integration easier.
Example: talent pools and continuous relationship management
An international consulting firm built up its own talent pool. Candidates who did not want to change jobs at short notice were regularly informed via newsletters and personal messages. When a key position became vacant, the company was able to draw directly from the pool and fill the position quickly.
Example: How social media recruiting increases reach
An e-commerce company used targeted social media campaigns to attract applicants to the marketing team. Storytelling and authentic insights into everyday working life significantly increased the company's reach. The number of applications increased by over 30 % compared to the previous year.
BEST PRACTICE with one customer (name hidden due to NDA contract) and then the example with at least 50 words.
An industrial company with over 1,000 employees approached our consulting team because it was becoming increasingly difficult to fill IT positions. Through the targeted use of digital recruiting, we were able to jointly develop a new process. This included the use of AI-based tools to identify suitable candidates, the creation of a talent pool and the regular maintenance of contact through personalised messages. At the same time, the company's careers page was revised and optimised for mobile use. Within six months, several IT positions were filled with the right specialists. The new strategy not only enabled faster recruitment, but also strengthened the employer brand in the long term.
The most important advantages of digital recruiting and active sourcing
Digital recruiting offers numerous advantages that go beyond simply saving time. The reach of job advertisements is significantly increased because digital channels address a global target group[1][3]. Companies benefit from a more efficient and cost-effective search without compromising on the quality of the candidates.
The use of online assessment tools, video interviews and digital onboarding platforms makes the entire recruitment process more transparent and user-friendly[9]. This means that remote positions can also be filled without any problems, as the entire process takes place regardless of location. The integration of analysis tools also supports data-based decisions.
Active sourcing complements these advantages, as the direct approach of talent enables a higher degree of accuracy of fit. Companies specifically approach people who fit their team and culture. The continuous maintenance of a talent pool ensures that future vacancies can also be filled more quickly[2].
Sequence of a successful digital recruiting process
A structured process is crucial for digital recruiting and active sourcing to realise their full potential. In practice, the process usually consists of several steps that are closely interlinked.
The first step is to clearly define the requirements. Only those who know exactly what skills and personality traits they are looking for can approach the right candidates. The subsequent creation of an appealing job advertisement that is optimised for search engines supports visibility[1].
This is followed by an active search: recruiters filter suitable profiles based on specific criteria and make contact. The individualisation of the approach is crucial in order to attract attention. Once initial contact has been successfully made, invitations to digital interviews and assessments are sent.
Digital support continues during onboarding because new employees are optimally integrated right from the start. Feedback loops make it possible to continuously improve the process.
Example: How an agency optimises the digital recruiting process
A marketing agency with offices in Germany and Austria combined digital recruiting with active sourcing. The job advertisements were distributed via social networks, specialised portals and the company's own website. At the same time, the company used LinkedIn to search specifically for creative professionals and project managers.
Most of the interviews took place digitally, which increased flexibility for both sides. Candidate feedback was directly incorporated into the further development of the application process.
Example: Use of AI-based tools at a pharmaceutical company
A global pharmaceutical company relies on AI to automatically filter meaningful CVs. This significantly reduces the time required for the pre-selection process. The actual personnel decision is still the responsibility of the specialist managers.
Example: How to make the onboarding phase a digital success
A logistics company has developed its own onboarding platform that welcomes new employees even before their first day. Various learning modules, virtual tours of the company and dialogue with team members ensure an optimal start.
Realise the full potential of digital recruiting with iROI coaching
Many companies are faced with the challenge of digitising their own recruiting processes and expanding them to include active sourcing. This is where iROI coaching comes in: We help companies to develop customised solutions that increase efficiency and improve the quality of new appointments.
Together, we analyse the existing processes and identify potential for optimisation. We provide support in selecting suitable tools, training recruiters and developing a long-term strategy. In this way, digital recruiting is not just a project, but a continuous development process.
My analysis
Digital recruiting is no longer a trend, but an indispensable part of modern recruitment. Companies that engage in targeted active sourcing attract top talent that often cannot be reached using traditional methods. The combination of digital tools, a proactive approach and continuous relationship management opens up new opportunities.
If you want to compete for skilled labour today, you should see digital recruiting as a strategic success factor. The use of new technologies and a personalised approach increases efficiency and strengthens the employer brand in the long term. iROI-Coaching supports companies as a strong partner - from the initial analysis to the implementation of innovative solutions.
Further links from the text above:
What is digital recruiting? Definition and advantages
Active Sourcing - The advantages and the process
Definition and strategies of digital recruiting
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