Sourcing describes the process of finding employees and advertising vacancies. The term is particularly common in connection with active sourcing, i.e. the active search for employees, for example in business networks. Especially for positions that are difficult to fill, such as software developers or highly specialized technical profiles, the direct approach of qualified candidates is a popular recruiting channel.

Blog posts around candidate sourcing

Proactive Sourcing: It must be worth the effort

Nowadays, very few companies are able to meet their personnel needs without proactively sourcing candidates. But the amount of time and effort required for proactive sourcing is not insignificant. Ultimately, it is only worthwhile if it addresses the correct target group and includes long-term investment in the development and maintenance of a talent pipeline. Read More

High Volume Recruitment: How to keep mass target groups happy – efficiently

Periodically filling thousands of temporary vacancies at short notice is simply not possible with linear recruitment strategies. We explain the challenges of high volume recruitment and why a well-thought-out strategy combined with an efficient CRM platform is the basis for successful recruitment. Read More

Sourcing Talent: You need to know the candidate in order to convince them

People in highly sought-after groups such as IT experts or sales professionals, in particular, are often inundated with interchangeable job offers every day. Their reaction to such impersonal approaches – if at all – is often an annoyance. Before you proactively approach a candidate, you should know exactly how you wish to inspire them. Read More

Saving in the right places with proactive sourcing

Candidate sourcing is like any good relationship: it needs nurturing. If both sides are to benefit, it requires attention, appreciation, and constant exchange. This however costs a lot of time and, as we know, money. It is an issue that still makes companies reluctant to use proactive sourcing in the sense of serious relationship management between employer and candidate. But with the right technology, optimization potential ... Read More

Cultural Fit and the Talent Pool

If there are no urgent vacancies to fill, companies also tend to do without employee referrals. But these recommended applicants, in particular, can be a good cultural fit and valuable addition to your own talent pool. When required, recruiters can then quickly contact these suitable candidates directly, without first having to incur significant time and cost in advertising the job. ... Read More

Hiring software developers: strategies and Talentry best practices

Whenever I talk to recruiters or HR professionals from my network about the challenges of modern tech recruiting, they always reach the same conclusion: “Traditional, reactive recruiting is history. Be proactive and creative! Build relationships and candidate networks with (mostly) passive candidates!” Read More

Inbound vs. Outbound Recruiting

What’s the difference and is one better than the other? Would you rather attract talent with SEO-optimized content or write to them directly on LinkedIn? Would it be better to focus on the pull effect of brand ambassadors in social media or invest the money in job ads? Read More

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INFOGRAPHIC: Outbound vs. Inbound

Placing job ads, approaching candidates on LinkedIn - many companies rely too much on outbound channels that are designed for the short term. Inbound measures, such as those used in marketing or sales, on the other hand, focus on building relationships - and are also a good alternative for your recruiting. Get an overview of the most important differences between outbound and inbound.

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VIDEO: Active Sourcing vereinfachen with Talentry

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