Interview with Tamer Celikiz – His conclusion after the first weeks!

On September 1, the time had finally come: our second German foothold opened in North Rhine-Westphalia, in Cologne to be precise. How did you experience the first time?

Admittedly, the first thing I did in the first few days was to look at ourselves. Did you know, for example, that well over 500 companies already rely on our expertise and experience?

Our more than 100 HR experts invest more than 250,000 hours each year to help clients advance creatively, strategically or in the day-to-day work of the HR department. In the process, our recruiters have helped more than 1,000,000 applicants find a new career and were named one of the best active sourcing teams in Germany last year. I was very impressed by this data when I compiled it.

Have any initial HR trends already emerged for you in NRW?

Recruiting is and remains a hot topic here in NRW. The last few months seem to have significantly sharpened the perception of local companies. We are very often asked about active sourcing. Although this is not a new topic, there is little consensus about its impact:

  • Ask ten companies about active sourcing: eight will say “we already do”.
  • Ask these eight if it’s any good: six of them will grimace.
  • Ask these six if they are doing it right: all six shrug their shoulders.

We as experts, support and provide impetus for rethinking day-to-day HR work in order to create a better working world for everyone.

What is active sourcing exactly?

The assessment of our interviewees ranges from “recruiting miracle concept” to “modern trendy frippery”.

However, we can assure you from our own experience: Active sourcing is one of the most effective instruments in the orchestra of recruiting. However, success depends heavily on how well it fits into the overall concept. If you only shake the rattle, you are simply making noise to many ears. Together with all the other instruments, however, the noise of the rattle becomes music.

Active sourcing is more than just “chatting up” candidates on XING and LinkedIn.

And in practice?

The good thing about active sourcing: you can tell immediately if a campaign is working. The challenge is to react quickly. Here, the most common mistakes are:

  1. The communication is not authentic and does not appeal to the target group.
  2. The job description seems more important than the appreciation and empathy towards the target group.
  3. The campaign mainly aims at “tapping” the candidates, but neglects the information needs of the candidates.

Your tip?

We notice time and again that candidates often find it easier to confide in neutral recruiters who accompany them to their new working environment than to negotiate directly with their future employer. This is why the success rates of professional active sourcers are significantly higher.

Feel free to contact us and let us inspire you to set up a promising active sourcing campaign.

Have you ever started Active Sourcing without us and encountered problems?

Half as bad: because problems can be solved.