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.

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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.

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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.

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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.

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Cooperation with Talenspring

Find out how we differ fundamentally from other service providers and what methodology we use to optimize your recruiting. Would you like to find out together how you can further develop your recruiting? Then book a free potential analysis with our recruiting experts now; this is 100% free and non-binding.

Would you like to discuss and solve your challenge together with an experienced partner?

100% free of charge & non-binding
Worth €1,500

Our partners have solved these recruiting challenges with us:

View more case studies

We think in terms of long-term partnerships

Innovative growth companies, SMEs and large corporations are among our valued partners.

Here
Startups & Growth companies
PowerUs
Startups & Growth companies
KLT Health Group
Startups & Growth companies
Green Generation Fund
SMEs
Cirplus
Startups & Growth companies
Snubes
Startups & Growth companies
Qorvo
Corporate
SVEA Solar
Startups & Growth companies
Stocard
Startups & Growth companies
Enpal
Startups & Growth companies
Sono Motors
Startups & Growth companies
Jameda
Startups & Growth companies
Klarna
Startups & Growth companies
McMaker
Startups & Growth companies
ada
Startups & Growth companies
Aldi
Corporate
Choco
Startups & Growth companies
Hello Fiber
Startups & Growth companies
Capmo
Startups & Growth companies
Tesa
Corporate
Just Eat
Corporate
DocMorris
Corporate
APCOA Parking
Corporate
Invers
SMEs
Glasfaserplus
SMEs
Vistra
Corporate
PagoNxt
Corporate
Emarsys
Corporate
Destination Solutions
SMEs
e-Spirit
Corporate
mobilde.de
Corporate
AMSilk
Startups & Growth companies
MyHammer
SMEs
IDVerde
SMEs
Nano Dimension
Startups & Growth companies
Kornit Digital
SMEs
Sparda Bank
Corporate
Cognos
SMEs
Octopus Energy
Startups & Growth companies
Deel
Startups & Growth companies
Dodenhof
SMEs
Berlin Brands Group
Startups & Growth companies
Camos
SMEs
Carl Remigius Education Group
Corporate
Dr. Schär
Corporate
Envola
SMEs
Eriks
SMEs
ESE
SMEs
HTEC
Startups & Growth companies
Lilium
SMEs
SAG
SMEs
Solvay
SMEs
Steris
SMEs
Turn2X
Startups & Growth companies
LOQU
SMEs
Boeing
Corporate
HelloFresh
Corporate
Emeria
SMEs
Malt Europe
SMEs
Biotronics
Corporate
SMART Railway Technology GmbH
SMEs
Degewo
Corporate
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At eye level - practical & digital - strategic & operational

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.

Walid Karimi
Managing Partner
I look forward to talking to you.
100% free of charge & non-binding
choco
DocMorris
INVERS
Just Eat
Klarna
choco
DocMorris
INVERS
Just Eat
Klarna
choco
DocMorris
INVERS
Just Eat
Klarna
choco
DocMorris
INVERS
Just Eat
Klarna

What other challenges do you face in recruiting?

High investments in recruiting, but no successes
Modernization of recruiting necessary
Not enough applications
Applicant quality not sufficient
No time for active sourcing
Employer brand not (yet) strong enough
High costs for headhunters
Too little capacity in the team
Professional networks overfished