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Active Sourcing – The chase for talent

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Applying for a job was the standard for years for job seekers and often connected with a lot of effort. With digitization and the shortage of skilled workers, new ways were found to find suitable candidates. The skills shortage forced the recruiting industry to find new approaches. 

As a result of the lack of active candidates in the market now, passive candidates (i.e. those who have a permanent position) must also be proactively approached and contacted in order to fill the candidate pipeline. According to a study, 70% of the global workforce is made up of passive talent who aren’t actively searching for a job and the remaining 30% are active job seekers. In order to counteract the shortage of skilled workers, a tried and tested method of acquisition has emerged in which candidates are approached proactively – Active Sourcing.

Active Sourcing - Applicants no longer search, but are found

Active sourcing refers to the active search for candidate profiles in order to win them for the company and the open job position. Recruiters search for promising candidates through social media, career networks, and career events where candidates create profiles or present their skills in a personal interview. One of the most common active sourcing channels is searching via the career portal LinkedIn. Recruiters reach out to suitable candidates and present a job to them. If candidates are interested, recruiters invite them to interviews to get more detailed information.

The most popular active sourcing channel: LinkedIn

Career networks such as LinkedIn are the most popular form of job search for applicants, at 32.3%, after online job boards. Associated with this, LinkedIn is the most-used channel for recruitment efforts — with 77% taking advantage

The most popular active sourcing channels

Promising candidates don't grow on trees in these times. It's important for companies to look for candidates in the right places. To reach out to candidates, there are a variety of active sourcing channels that allow companies to find suitable candidate.

Here are the most popular channels used by the top 1000 companies to conduct active sourcing:

  1. Career events for students and/or graduates
  2. Personnel fairs
  3. Career networks (LinkedIn, Xing) 
  4. Talent pools
  5. Recruiters' own networks

Career networks become more and more popular, as it is possible to reach candidates through text messages with minimal effort. Active sourcing on career networks is the number one most popular active sourcing channel in the IT industry.

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Internal vs. external - who does active sourcing?

For the question of who handles Active Sourcing tasks, there is also a choice of options that companies use to their advantage depending on the situation. The most common ways to conduct Active Sourcing are:

  • in the internal recruiting department
  • in the respective departments within the company
  • External service providers such as headhunters
  • With external in-house recruiters
  • by artificial intelligence, e.g. through automated cover letters.

According to a LinkedIn study, recruiters spend 10-20 hours a week searching for potential candidates on XING, Linkedin & Co. This means that companies have to pay for those very time-consuming resources. Depending on whether one has enough human resources, Active Sourcing of internal HR and specialist departments is associated with many advantages, but also with high personnel costs. In our comparison, we compare these different types of acquisition and provide you with an overview of the various personnel costs (these are average values):

Hard-to-fill positions can be vacant for a long time, depending on the applicant in-flow, which is time-consuming for the HR department and distracts from other recruiting tasks. In addition, the long search for hard-to-fill roles can be very frustrating. In contrast, active sourcing through external service providers involves higher costs.  The optimal solution would be to use the advantages of active sourcing in a timesaving and cost-effective manner. This option saves important human resources.

In the course of our market development, we noticed it is becoming increasingly difficult to find suitable personnel in different departments, such as Sales and HR. 

The Virtual Recruiter is an in-house recruiter who specifically contacts candidates for you as an employer. This approach can be done through automated direct messaging via LinkedIn. This creates a personal level and the potential candidate can respond easily and conveniently. MoBerries offers you the experience of 100,000 tested templates, which do not have to be collected by your own time-consuming and costly HR department. MoBerries offers you the easiest way to connect with valuable candidates. These candidates have demands, so MoBerries takes your employer branding to the next level by providing a quality candidate experience on our platform. 

An additional advantage is that the LinkedIn profile already acts as a resume, so you can get a perfect first impression and thus assess whether the candidate is suitable for the position.

The process is 30-40% automated and saves time besides human resources. After filling out our interview form and submitting the information we need, we can launch the campaign within 48 hours.

That's how it works

After filling out our survey form and submitting the information we need from you regarding the vacancy, the campaign can be launched within 48 hours.

On average, the campaign guarantees 400 potential candidates (using a non-technical job) who will be contacted. Not in form of mass mailings, but personalized messages that arouse the interest of the candidates. The best candidates (on average 5 qualified candidates for non-technical job roles) will be proposed to you and you will be able to decide which candidates to invite for an interview. In addition, you get a monthly performance evaluation and can scale your recruiting team cost-efficiently without spending additional human resources.

And the results speak for themselves: with experience from over 100,000 tested templates, we achieve response rates of 45 % on average and up to 80 % on specific job categories! You also remain flexible because you can easily change the jobs in your Virtual Recruiter campaign at any time.

Do you want to learn more about MoBerries' Virtual Recruiter? Get in contact with one of our experts to find out how MoBerries can help you with your active sourcing efforts.

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