Qualified junior wanted
A job advertisement in the local newspaper, a notice at the university: In order to recruit the best candidates, this is no longer enough. If the SME wants to remain the German economy, it needs qualified young people - and the right tools to reach them. We are looking for high potentials that drive innovation in medium-sized companies. They are found through modern recruiting methods.
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.
The idea behind it: Make Active Sourcing as easy and intuitive as possible. So uncomplicated that it can initially run alongside classic recruiting measures - and so self-explanatory that it requires neither technical experts nor additional staff. Medium-sized companies can thus create the entry into innovative recruiting and lose contact fears. Because there are often reservations: Should one really go these ways, if one is "only" a medium-sized enterprise? And is everyone really capable of successful Active Sourcing?
This is how a tool for Active Sourcing works
The fact that both questions can be answered with a clear "yes" proves multiple awards for the TalentBoard - and the reaction of the HR staff. Phoenix Contact, a family business based in Ostwestfalen-Lippe, has dared to enter 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. Here are constantly looking for students and graduates from the field of STEM, in the TalentBoard recruiters from more than 420.000 junior staff filters out the appropriate profiles.
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
In Active Sourcing, Phoenix Contact sees a great opportunity to attract talent quickly, purposefully and efficiently. And the TalentBoard makes it possible to contact suitable junior staff before big corporations can access and take them away from the job market. With success: "We can meet exciting personalities with little effort and generate valuable applications," says Julia Goltz, a consultant in personnel marketing.
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.
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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