Whoever wants to win the best talents must be open to them. This also applies to SMEs, but many do not trust Active Sourcing. Thereby, inhibitions are unnecessary - and the chances are great.
Qualified junior wanted
A job advertisement in the local newspaper, a notice on the Uni: To the best Candidates recruiting is no longer enough. If the SME engine of the German Economy If he wants to stay, he needs qualified junior staff – and the right tools to reach them. We are looking for high potentials who innovate in medium-sized companies Company advance. They are found via modern Recruiting-ways.
The junior staff of Future no longer want to introduce themselves modestly to employers and beg for a job. They want themselves for their dream job decide and the company and the People get to know behind it – online and in person. Students and graduates are on the move digitally and that is where successful recruiting begins today. Employers can recruit talent via interactive platforms eye level speak to. And that's not as complicated as many medium-sized companies initially think: It's all about simple selection, quick contact and open communication Communication.
Get in touch and show interest
The key word is Active Sourcing. Contacting the right candidate is very personal HR - and runs much more openly than via classic routes. Companies look for suitable candidates themselves, contact them and show interest. Possible tools for this are LinkedIn Recruiter or the talent manager from Xing. The job exchange staufenbiel.de also offers companies an innovative way to find and easily contact the best talent: the TalentBoard.
The Idea behind it: to make active sourcing as easy and intuitive as possible. So uncomplicated that in addition to classic recruitingMeasures can run along - and so self-explanatory that neither Technology-Experts additional staff are required. Medium-sized companies can thus create the entry into innovative recruiting and fears of contact verlieren. Because there are often reservations: Should you really go this route if you are “only” a medium-sized company? And is really everyone capable of successful active sourcing?
This is how a tool for Active Sourcing works
that both Ask can be answered with a resounding “yes” is proven by multiple awards for the TalentBoard – and the reaction of HR managers. Phoenix Contact, a family company from Ostwestfalen-Lippe, ventured into active sourcing with this tool. The hidden champion is a leader in the field of electrical engineering, electronics and automation and sees itself as a medium-sized company. Students and graduates from the STEM field are constantly being sought here, and recruiters use the TalentBoard to filter suitable profiles from more than 420.000 junior staff.
The requirements of the companies are combined with the information provided by the candidates (course of study, university, desired entry type and desiredIndustry) automatically matched. And then it says: It's a match! The profiles of the suitable candidates are displayed - and in the first step recruiters only get the information they really need: Nothing big Write to, not a bloated one Curriculum vitae, no page-long school report. Especially among students who are just beginning their Career The most important facts count – and recruiters can see them at a glance. If it fits, they ask for the activation of the CV, invite talented people to the next career fair or even to one job interview a. Ideally, a few clicks will lead to successful careers.
Low effort, valuable applications
Phoenix Contact sees active sourcing as a great opportunity fastto attract talented people in a targeted and efficient manner. And the TalentBoard makes it possible to contact suitable junior staff before large corporations step in and snatch them away from the job market. With Success: "We can get to know exciting personalities with little effort and generate valuable applications," says Julia Goltz, a consultant in personnel marketing.
Probably not all medium-sized companies will follow this example immediately, but it shows that the attempt is worthwhile and the hurdles are few. The technical prerequisites have been created; they must be provided by the HR-Responsible only to be exhausted. If you prefer to wait until the first applications come in after a job advertisement - you risk missing out on the best talent.
5 Reasons for Active Sourcing
Five reasons why you, as a medium-sized company, rely on active recruiting:
- The young academics are growing with modern tools. Go with the times - and say good-bye to processions!
- Classic application platforms are complicated and fun. Show students that applying can also go differently.
- Forget empty marketing phrases, position yourself as an authentic employer. This includes openness and personal contact.
- The mass of college graduates is huge, suitable talent is not easy to find. The right tool helps you and saves you time.
- Active Sourcing does not only lead you to the right candidates - it also makes fun on the recruiter side. Just try it.
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