The disadvantages of "active sourcing"

Active sourcing is a human resources term that refers to a proactive strategy to identify and approach qualified candidates for open positions. In contrast to passive recruiting, where companies wait for applications from potential candidates, active sourcers or recruiters actively search for suitable candidates, even if they are not actively looking for a new position.

The advantages of this trend are well known. However, the disadvantages are effective in the long term and should be taken into account by HR managers right up to top management.

I would like to tell you a true story about this

Frankenthal, April 26, 2024 - We have been working for a mechanical and plant engineering company in Baden-Württemberg for many years. The former HR manager had managed to ruin the company's image as an employer within three years among three important target groups - in development and assembly, sales and project planning. And this at a time of strong growth.

With "active sourcing", he thought he could take his recruiting to a new level. According to his definition, active sourcing was the combination of LinkedIn and Xing, including sophisticated SEO (i.e. "landing pages" with fake ads) and the simultaneous commissioning of several competing recruitment agencies.

Even in the first project, we had to contend with significant rejection from the target group in the region around 50 km away. The reactions of those approached were unanimously negative: "Is it about X? I was only contacted last week! I'm not interested! You must need it! How high is the salary today? The fluctuation must be extreme! - These are the comments of potential candidates. Our client was immediately assumed in 4 out of 5 approaches. The rejection rate on first contact was well above average in the first few weeks.

Active sourcing as a method of recruitment

The following guide deliberately does not address the cost disadvantages of a dedicated recruiting department. The costs can be high, particularly in weak economic phases, if the recruiters cannot be deployed elsewhere. The disadvantages with regard to the region, the lack of assessment, moderation and marketing skills of the recruiters and the associated low number of suitable target persons for a specific expert position are also not the focus of this article.

The positive sides of active sourcing

The positive aspects of active sourcing include a good knowledge of the corporate culture, the avoidance of the use of superficial intermediaries and the use of various resources such as social networks, online platforms, career events and industry events to identify potential candidates and make contact with them. The aim of recruiters in active sourcing is to build a talent pool in order to identify and engage qualified candidates for future positions within the company. The active sourcing method is intended to prevent the shortage of skilled workers and at the same time attract talent to your organization.

Negative employer images through active sourcing

With regard to experienced experts, specialists and managers, e.g. from sales, development, project management and controlling, who are not currently looking for a job, active sourcing, in particular active contact via business networks, leads to signs of fatigue among the target group. This effect occurs when candidates are contacted repeatedly without positive results. The resulting frustration among those contacted leads to lasting negative opinions and puts a strain on employer branding if they have had negative experiences - for example, if they receive no response or rejections from potential employers.

To counteract this problem, companies that engage in active sourcing must adapt their strategies and ensure that they treat potential candidates in a respectful and professional manner. This includes, for example:

* Respecting privacy: companies should respect candidates' privacy and ensure that they do not feel harassed.
* Giving feedback: Even if a rejection is made, it is important to give candidates feedback and treat their application with respect.
* Personalized and relevant approach: Instead of mass mailings, HR departments should respond individually to candidates' skills and experience.
* Transparent communication: Companies should be open and transparent about their intentions and the recruitment process to avoid misunderstandings.
* Build long-term relationships: Companies should not only aim for short-term recruitment goals, but build long-term relationships with potential candidates to promote a positive perception of their company.

Through such measures, companies can help minimize the negative impact of active sourcing on the target group and ensure a positive candidate experience.

Legal consideration of active sourcing

Recruiting employees directly from a competitor can be legally and ethically sensitive in many cases. Companies must ensure that they do not use any confidential information or trade secrets of the competitor and do not violate any existing employment contracts or non-compete clauses.

In some industries and countries, there are also legal provisions or contractual agreements that restrict or prohibit the targeted poaching of a competitor's employees. Such clauses may, for example, be contained in employment contracts, confidentiality agreements or agreements.

Instead, companies can try to approach employees in a more indirect way, for example through general job advertisements that do not target specific employees of the competitor, or through networking events and industry contacts where employees of potential competitors are present.

It is important that companies always consider the applicable legal framework as well as ethical principles and respect for relationships between companies in the same industry in their recruitment strategies.

Alternatives to avoid negative effects

In particular, a search for experts and managers should be carried out by an external, professional recruitment consultancy that specializes in covert recruitment. A reputable headhunter works confidentially and covertly, i.e. the employer remains anonymous.

Both his experience in marketing, networking and assessment as well as the professional research of the recruitment consultancy, including in international markets, ensure a far larger base of target persons in order to fill a particularly important position or a hard-to-find expert position with a competent manager. In addition, "active sourcing" by a reputable consultant is confidential if contact is made by telephone. Furthermore, experienced personnel consultants have a high level of assessment expertise and can moderate the application process between employer and candidate in an appreciative and goal-oriented manner.

For more information visit: www.hshs.net

HSH+S Management und Personlaberatung GmbH
Siebenpfeifferstr. 1
67227 Frankenthal
Germany

https://www.hshs.net/

Frau Alena Tretiakova
062331256720

altr@hshs.net

Since 1994, HSH+S Personalberatung has been supporting industry with a focus on professional recruitment. In executive search, HSH+S personnel consultants find, check and recruit talented individuals and top performers by means of confidential personal direct approach (headhunting).

This release was published on openPR.