{"id":351250,"date":"2024-07-22T11:51:41","date_gmt":"2024-07-22T09:51:41","guid":{"rendered":"https:\/\/sauldie.org\/de\/digital-recruiting-active-sourcing-strategien-9\/"},"modified":"2024-07-22T11:51:41","modified_gmt":"2024-07-22T09:51:41","slug":"digital-recruiting-active-sourcing-strategies-9","status":"publish","type":"post","link":"https:\/\/sauldie.org\/en\/digital-recruiting-active-sourcing-strategies-9\/","title":{"rendered":"Digital recruiting: The secrets of successful active sourcing"},"content":{"rendered":"

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.<\/p>\n

What makes digital recruiting so effective?<\/h2>\n

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].<\/p>\n

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].<\/p>\n

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.<\/p>\n

Active sourcing as the centrepiece - targeted candidate approach<\/h2>\n

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].<\/p>\n

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].<\/p>\n

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.<\/p>\n

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.<\/p>\n

Core phases of successful active sourcing<\/h3>\n

Success in active sourcing depends on a structured approach. The following steps are central to this:<\/p>\n