What are the biggest challenges in candidate sourcing? Where will sourcing develop in the future? We talked to Wolfgang Brickwedde, Head of the Institute for Competitive Recruiting (ICR) Heidelberg, about challenges in candidate sourcing and received some tips from the experts for ideal sourcing.
Talention: What do you see as the biggest challenge in candidate sourcing?
Actually, there are two big challenges. On one hand, you should pay attention to increasing the population of the identified persons at the beginning and it is important to find as many candidates of similar quality as possible, be it through LinkedIn or elsewhere. If possible, these should also be candidates that your competition hasn't found yet, so that you have a competitive advantage.
In the next step, these candidates are then further qualified so that the best matching candidates remain.
Next, a positive response rate plays a role. Candidates should respond positively to your approach. You need something that really interests them. In this case, I am talking about a hypothesis that a sourcer must consider in advance if they are to be successful. The starting point should be the question: Why should a candidate want to change employers?
These are the two most important tips I can give you. One is to increase the number of candidates in your pool and the second is to prepare a successful speech.
Talention: What does employer branding have to do with sourcing?
Talention: What do I have to pay attention to when addressing the audience for the first time?
Talention: How has digitization influenced sourcing?
Talention: Where do you see the biggest challenge in recruiting as a whole?
Talention: What do you think will be the next big trend in recruiting?
which will improve this gap between supply and demand. Initial solutions show, for example, that AI can be used to automatically search through potential candidate profiles and match them with suitable job ads. Or if chatbots are placed in addition to job advertisements and thus increase the effectiveness of the job advertisements. Or when algorithms are used to improve the understanding of which recruiting channels bring in the best people at the lowest cost. Then these are all improvements around bringing together the topics of supply and demand.