Recruiting in SMEs: 5 Reasons for Active Sourcing!


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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.

Recruitment in SMEs: 5 Reasons for Active Sourcing! active-sourcing


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Here writes for you:

Julia Troesser is an editor at Staufenbiel.de. Katharina Schlüter is Marketing Manager B2B at Staufenbiel.de.

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Qualified junior wanted

A job advertisement in the local newspaper, a notice at the university: To recruit the best candidates, that is no longer enough. If medium-sized companies want to remain the engine of the German economy, they need qualified junior staff - and the right tools to reach them. We are looking for high potentials, the 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 staufenbiel.de also offers companies an innovative way to find the best talents and uncomplicated contact: the TalentBoard.

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The idea behind it: to make active sourcing as simple and intuitive as possible. So uncomplicated that it can initially run alongside traditional recruiting measures - and so self-explanatory that neither technical experts nor additional staff are required. This enables medium-sized companies to 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 company 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, recruiters filter out the right profiles from more than 420.000 young professionals.

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.

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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.


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  1. Pingback: Update Recruiting 16.07 - the Recruiting Topics in July 2016

  2. Reminder

    A good example would be the employment agency of the Employment Agency. Here, recruiting is not about profit but accuracy. You forget this way, however, from time to time ...

    • 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

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  8. Dirk Ohlmeier

    Good and consistent contribution. Active sourcing is another building block for successful recruitment. However, we are increasingly seeing the trend that candidates are “tired” to be addressed via portals, networks and the like. Here the quality of the address is a key to success. Do not only use the “channel” to spread your job advertisement, but change your thinking about the conveyance of information and become authentic, that works perfectly for us.

    • Simone Janson

      Thanks for the important note!

  9. Competencepartner

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  11. REGIS GMBH

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