Recruiting in SMEs: 5 Reasons for Active Sourcing!

Work better, information as desired! We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR –® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships, for example, and belongs one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .
Disclosure & Image Rights:  Artwork created as part of a free collaboration with Shutterstock. The Staufenbiel Institute has supported us financially.

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.

active sourcing

Here writes for you:


Julia Troesser is an editor at Katharina Schlüter is Marketing Manager B2B at


Qualified junior wanted

A job advertisement in the local newspaper, a notice at the university: that's no longer enough to recruit the best candidates. If medium-sized companies want to remain the engine of the German economy, they need qualified young professionals - and the right tools to reach them. We are looking for high potentials, innovations in medium-sized companies Company ahead. They are found via modern recruiting ways.

The up-and-coming talent of the future will no longer want to introduce themselves modestly to employers and beg a job. They want to decide for themselves their dream job and get to know the company and the people behind it - online and personally. Students and graduates are digitally on the road, and successful recruiting starts today. Through interactive platforms employers can address talents on the same level. And this is not as complicated as many small and medium-sized companies think at the beginning: it is about simple selection, quick contact and open communication.

Get in touch and show interest

The keyword is called active sourcing. The contact with the appropriate candidate is entirely personal by the person - and runs much more openly than through classical ways. Companies are looking for suitable candidates, contact them, show interest. Possible tools are Xing's LinkedIn Recruiter or Talent Manager. The Jobbörse also offers companies an innovative way to find the best talents and uncomplicated contact: the TalentBoard.

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse Download. Actions or news via Newsletter!

The idea behind it: to make active sourcing as simple and intuitive as possible. So uncomplicated that it can initially run alongside classic recruiting measures - and so self-explanatory that neither technical experts nor additional staff are required. In this way, medium-sized companies can get started with innovative recruiting and lose fear of contact. Because there are often reservations: Should you really go this route if you are “only” a medium-sized company? And is everyone really able to do successful active sourcing?

This is how a tool for Active Sourcing works

The fact that both questions can be answered with a clear “yes” is proven by multiple awards for the TalentBoard - and the reaction of the HR staff. Phoenix Contact, a family business from East Westphalia-Lippe, has 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 MINT area are constantly being sought here. In the TalentBoard, the recruiters filter the suitable profiles from more than 420.000 young people.

In doing so, the requirements of the companies are automatically reconciled with the information provided by the candidates (course of study, university, desired type of entry and desired industry). And then it says: It's a match! The profiles of the suitable candidates are displayed - and in the first step recruiters get only the information they really need: no big cover letter, no inflated CV, no long-term school report. Above all, students who are still at the beginning of their careers have the most important facts - and recruiters at a glance. If so, ask for the release of the CV, invite talents to the next career or even directly to an interview. Successful careers are the result of a few clicks.

Low effort, valuable applications

Phoenix Contact sees active sourcing as a great opportunity to quickly, specifically and efficiently attract talent. And the TalentBoard makes it possible to contact suitable young people before large corporations take hold and snap them away from the job market. With success: "We can get to know exciting personalities and generate valuable applications with little effort," says Julia Goltz, HR marketing consultant.

Presumably, not all SMEs will follow this example immediately, but it shows: The trial is worthwhile and the hurdles are low. The technical prerequisites have been created, they have only to be exhausted by the HR managers. If you wait for the first applications to arrive after a job announcement, you risk losing the best talents.

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse Download. Actions or news via Newsletter!

5 Reasons for Active Sourcing

Five reasons why you, as a medium-sized company, rely on active recruiting:

  1. The young academics are growing with modern tools. Go with the times - and say good-bye to processions!
  2. Classic application platforms are complicated and fun. Show students that applying can also go differently.
  3. Forget empty marketing phrases, position yourself as an authentic employer. This includes openness and personal contact.
  4. The mass of college graduates is huge, suitable talent is not easy to find. The right tool helps you and saves you time.
  5. Active Sourcing does not only lead you to the right candidates - it also makes fun on the recruiter side. Just try it.

More knowledge - PDF download, eCourse on demand or personal advice

Offline download: Download this text as PDF -  Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Update recruiting July 16.07 - the recruiting topics in July 2016

    […] Report summarized. The article Recruiting in Mittelstand: 5 Reasons for Active Sourcing shows that the topic is also important for SMEs! However, with active sourcing - regardless of who operated it - it is also crucial [...]

  2. Reminder

    A good example here is the employment agency's employer service. Here, recruiting is not about profit, but about accuracy. However, one forgets this path every now and then ...

    • Simone Janson

      Hello Reminder,
      thanks. From the employer service of the employment agency I only heard bad because too bureaucratic. Maybe you would like to explain in some detail why it is so good?

  3. Staufenbiel Institut

    Also and especially for the #media: 5 good reasons for Active Sourcing #KMU #Recruiting - Highly recommended NduoiPpsWR

  4. Martin Salwiczek

    Recruiting in SMEs: 5 Reasons for Active Sourcing! - Highly recommended miaCU6H0d3 via @ berufebilder

  5. mediaintown

    #Recruiting in SMEs: 5 Reasons for #ActiveSourcing! - Highly recommended h4XeeuYsv2

  6. Dr. Böck upo

    Recruiting in SMEs: 5 Reasons for Active Sourcing! - Highly recommended PHQH5A4GYK via @ berufebilder

  7. HRfilter

    Recruiting in medium-sized companies: 5 reasons for active sourcing! by Julia Troesser & Katharin ... - Highly recommended lSG10rikSP @Prefer Images #Recruiting

  8. Dirk Ohlmeier

    Good and consistent contribution. Active sourcing is another building block for successful recruiting. However, we are increasingly seeing the trend that candidates are “tired” of being addressed via portals, networks and the like. Here the quality of the address is a key to success. Don't just use the “channel” to spread your job advertisement, but change your thinking about conveying information and become authentic, that works great for us.

    • Simone Janson

      Thanks for the important note!

  9. Competencepartner

    Recruiting in medium-sized companies: 5 reasons for active sourcing! by Julia Troesser & Katharina Schlü… - Highly recommended gjk1I7QoLA #Profile #Production

  10. Thomas Eggert

    Recruiting in medium-sized companies: 5 reasons for active sourcing! by Julia Troesser & Katharina… via BERUFEBILDER - Highly recommended ZwqWaDykOL


    Recruiting in medium-sized companies: 5 reasons for active sourcing! by Julia Troesser & Katharina… via BERUFEBILDER - Highly recommended VizsNeMaSb

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.