• Sibel Dağdeviren Özüağ

Active Sourcing: Have time for a coffee?

Let's make the long story short: 2020 has been a tough year in various ways. And talent attraction has been no exception. Even though there were numerous companies on the global level which were hit hard by the COVID19 pandemic and were forced to lay off employees, the immediate assumption that the job market is full of talents who are waiting to apply for your job ads is not true.

Top employers are investing huge efforts to attract the best-fit candidates. What a number of these top employers nowadays do is active sourcing.

Active sourcing or active recruiting is not actually a brand new term. However, no matter how often you may have come across this term, there has been a very limited number of companies with a structured road-map on what they actually do regarding active sourcing. Rules of the game have changed.

The annual Talent Shortage Surveys conducted by the Manpower Group has been already signaling flashing lights long before the pandemic, demonstrating the difficulty that the organizations in various countries are facing in finding the talents they look for. Unable to find the best-fit candidates, organizations have started long ago to take up a "developing" position, compensating on the job requirements and beginning to grow their own talents themselves, giving rise to what we know today as corporate academies, young talent programs and L&D as a strong element of the employer branding (EB) image.

Even in the given context and efforts, it is still very hard to find the targeted top talents - probably because the top talents are in the succession plans of their current companies, are getting a lot of investment and are therefore not looking for a change. It is the reason why top talents would not often apply for the vacancies posted through a career website. While the recruiting manager is sitting back with the happiness that s/he has just settled an alignment with the hiring manager and will collect many quality applications now that the job is posted - ooops, it is just not happening!

In today's talent wars, waiting for a vacancy to connect with talents seems a bit a thing of the past, of the industrial revolution times, maybe?

50% of the talents put it clear that they would love to be contacted by the organization/HR rather than submitting an application. This is where the active sourcing comes in. Below you could see both the differences between recruiting and active sourcing, and at the same time a definition of active sourcing:

Active sourcing is not a recruiting process, rather a relation-based attraction model which is designed for the recruitment needs that may arise in the mid- and long-term. It is the future talent pipeline.

Benefits of the active sourcing process are clear. When designed and implemented ideally, it strengthens the employer branding, supports the succession plans and in the mid/long run, saves the recruiting teams a lot of effort and time-to-fill once there is an actual opportunity to offer a role to the actively sourced talent.

Active sourcing is not the future of talent attraction, it is happening now.

In the upcoming months we will witness a surge in talent wars, a point further supported by the Universum's latest study. The increase in remote working, imposed this year by COVID19, will make the war even tougher since the job market has now extended and talent acquisition professionals are allowed more than ever in the history of HR to to connect and work with talents from basically anywhere. Organizations with a well designed active sourcing plan will be the winners of 2021 and onward.

Do you have time for a (now also virtual) coffee to meet and discover your future talent / future company?