Applicant quality not sufficient
You place job advertisements, but the quality of applicants is not convincing? Result: Hiring managers are dissatisfied with the recruiting results, spend a lot of time on interviews in vain or hire out of necessity; this often leads to expensive misplacements.
Below you will find an initial selection of possible approaches
to solve your challenge.
Please note that in many cases a combination of different measures may be necessary.
We will be happy to advise you on this and help you with your evaluation.
Strategic recruiting as optimization lever #1
There is no one-size-fits-all solution in recruiting - no matter what different providers on the market tell you. The key to success for the best possible recruiting results is a target group-specific and cross-segment recruiting channel mix. It is therefore about a differentiated understanding, so-called strategic recruiting, and we are happy to give you more context in the following video.
Job Advertisements
Job advertisements are standard practice at many companies and a lot of money is invested in them. But even if you receive applications, there is often no match with the desired profile, so there is no relevant selection and therefore no comparability. It is no secret that very good profiles need to be approached proactively, as they usually do not really need to be actively looking.
We advise greater penetration into the passive talent search segment through active sourcing or performance recruiting.
Active Sourcing as a Service
Proactively approaching suitable profiles directly is essential nowadays to ensure more control over candidate quality.
In many cases, however, there is too little time for active sourcing and it is done without a high level of focus between meetings. Proactive direct approach simply takes up too much time, is extremely laborious, but also requires a high level of expertise to ensure an ideal candidate journey, so it cannot easily be delegated internally.
It is not uncommon for expensive headhunters to be used. However, active sourcing as a service or cooperation with an interim active sourcing specialist enables a more cost-optimized budget allocation.
Performance Recruiting
Modern performance recruiting campaigns are often not yet used, or are used too little - these can be worthwhile not only for industrial specialists, but also for talents in the academically qualified talent segment who are already highly sought after elsewhere. Especially because there are no limits to creativity in the design of advertisements and the employer branding that is possible at the same time. However, there are often no internal departmental structures here and colleagues in the Design, Performance Marketing and Tech departments do not have the capacity to design and continuously optimize the campaigns.
Cooperation with Talenspring
Would you like to discuss and solve your challenge together with an experienced partner?
Our partners have solved these recruiting challenges with us:
We think in terms of long-term partnerships
Innovative growth companies, SMEs and large corporations are among our valued partners.
We can also fill your business-critical positions at short notice!
Are you ready for a long-term partner to fully unlock your recruiting potential?
Always at your side - We arrange a quarterly strategy meeting with each of our clients, in which we address current recruiting challenges individually and develop solutions together.
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What other challenges do you face in recruiting?
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