Since years active sourcing has gained in importance and even 2016 defines the everyday topics in recruiting. Social media and CV-databases have a great potential to attract promising personnel. However, active sourcing is frequently confused with the wide sending of messages via social media. Without the efficient use of web technology and HR-Data, the success in active sourcing will fail to materialize.
Old wine in new wineskins?
Suitable personnel find and identify – this concept is not new. Already in the past, there were measures to keep in touch or create a network with interesting candidates. Be it with training facilities such as, universities and technical colleges with different professional organisations. New in active sourcing are the possibilities that have arisen via (internal and external) candidate databases and different social media platforms. Particularly, LinkedIn, Xing, Twitter, Facebook and Co. offer a huge pool of potential new candidates.
Digging gold in mountains of data – with lot of sand and few nuggets.
At first glance, this sounds like an inexhaustible sea of data for recruiters. One must no longer wait until the “right one” applies for the job advertisement, simply fish him/her out from the easily accessible data pool. You realize that active sourcing is partially still in its infancy and recruiters from all nations, like in the gold rush, try to attack this mountain of data. But hardly anyone is richly rewarded, because the strategy is missing.
The social media user is not a candidate!
Contact via social media is very easy, which is why, several companies had begun using social media recruiting in the past. However, it takes time, lot of time – and without a good strategy leaves much to be desired in the success rate. The possibility to contact a significant number of people with standardised messages is too tempting. Especially candidates from the fields in demand can tell you a thing or two about it: To a certain extent, they repeatedly receive such enquiries everyday – and move these directly to the virtual trash can.
Countless superficially formulated enquiries that do not produce a response, bring nothing whatsoever. On the contrary: they get only a poor image! Recruiters seem to forget that users in social media are not candidates and certainly not applicants.
Somewhat easier is active sourcing in their own candidate database. The candidates have already contacted their companies and expressed interest to work with them. Hence, the probability of a response increases.
Active Sourcing must combine quality with quantity
The mystery of successful approach to candidates begins with good investigation. “It is better to contact five well researched candidates than fifty badly-researched candidates”, says Michaela Reiter, IT-Recruiting Partner at epunkt. Moreover, direct contact via telephone, InMail is always preferable. Michaela Reiter also recommends a multi-dimensional approachin her article, which combines online and offline.
By taking the following measures you can increase your response-rate on social platforms:
- A professional profile that shows your expertise and builds confidence: Use recommendations by other people on Xing and LinkedIn, in order to emphasise your competency.
- Personally written messages, which refer to the person contacted and give an overview on the position: Point out, why your job-offer could enthuse the candidate. In this way, you bring esteem and quality in your approach. The recipient will thank you. Do not immediately link a job advertisement on your website. Preferably, try to provide some basic information about the job offer in the cover letter to the person in order to arouse interest. The objective is a dialogue and query from the candidate
- Little patience – it often takes two to three weeks until a candidate replies. Once you receive a response from the candidate, you should react quickly.
Use HR-data for sourcing purposes
Active sourcing is however, more than writing to candidates via different channels. It is about using, HR-data for intelligent relationship management . That is systematically searching and therefore, easily finding candidates, successfully getting in touch with the highest resonance – because you know, who you approached and maximises the probability, to make a good offer to this person. Successful sourcers leave nothing to chance because they can read and interpret the data.
This strategy can be implemented with professional tools. For this purpose, we are using the features Match and Active Sourcing in eRecruiter.