Companies particularly rely on proactive sourcing to meet their staffing needs for vacancies that are hard to fill. But approaching a potential applicant directly does not mean you can simply get straight to the point in social media, business networks, forums, and communities. Bombarding candidates with interchangeable job postings and slick promotional videos is more likely to scare them off, rather than arouse interest. Targeted sourcing activities need a well-thought-out, planned approach. Especially since you are mainly addressing employees who have not yet even considered changing jobs. This calls for individual strategies that turn passive talent leads into potential applicants.
A detailed analysis of the target group is crucial for success in sourcing candidates. This is the only way to find out which channels you need to use to communicate. Candidate motivation is also very different – depending on occupation, industry, or professional experience. While some people look primarily for long-term security, others are excited by the prospect of flexibility and diverse career options. In the end, you will only engage the candidate if you succeed in offering individual solutions and career prospects.
The selection process for managers can be much more difficult than for other employees. They need to be particularly well assessed in terms of their suitability and fit for the organization: on the other hand, they also have high and very specific expectations of the employer. Cultural fit is also important to them. You should offer managers interesting career prospects with far-reaching responsibility and room to maneuver. They also expect absolute professionalism and discretion in recruitment too. Therefore, make sure that the application process is quick and runs smoothly.
A clear job ad with relevant content and benefits at a glance – this is how you arouse the interest of an IT professional. Save yourself flowery company profiles and come straight to the point. Make sure that any questions can be answered fully, e.g. by a dedicated IT recruiter.
IT experts are primarily interested in the company’s tech stack. They want the flexibility to run their own projects and opportunities for further training. They attach great importance to a good working atmosphere in the right team. Recommendations or good employer ratings are often the deciding factors for applying.
Financial experts are disciplined team players Professionals in finance, accountancy, and management reporting work with numbers and plans requiring discipline and commitment. Careers in finance usually follow the classic pattern, with salary being the main motivator. But this does not mean that finance experts are quiet, calculated loners. In addition to attractive opportunities for promotion, you can attract talent from this field with a job that is as diverse and varied as possible, flexible working hours – even from a home office – and a pleasant working atmosphere in a friendly team.
Top salespeople can no longer be enticed into the company with a top salary alone. You should also be able to score points with a good work-life balance. Company cars, innovative technology, and smart IT infrastructure can support full mobile working. In addition, sales staff expect a company philosophy and culture that matches their own values and beliefs. The employer brand should therefore have a strong appeal. Openly showing appreciation for employees within the company, training and development opportunities and greater team spirit among staff are also important to them.