Active sourcing is now standard in recruiting. Nevertheless, many recruiters are familiar with the feeling that the desired results often fail to materialise despite great efforts.

Candidates barely respond, top talents drop out and the frustration in the team grows. But why is it that so many people fail at active sourcing - and what can you do about it?

The 5 most common active sourcing mistakes

Almost all recruiters make similar mistakes in active sourcing sooner or later, which massively reduce their success rate:

1. Unclear target group approach

Generic messages based on the watering can principle come across as impersonal and irrelevant to candidates. If candidates have the feeling that they are part of a mass approach, your messages will quickly go nowhere. Candidates want to be seen individually - and not receive a standard message that they can just as easily ignore.

2. Lack of preparation and research

If recruiters hardly invest any time in thorough research, messages come across as generic. Candidates immediately notice if you haven't really engaged with their profile - and quickly lose interest. Without a real connection to their experience, candidates don't feel valued and don't even get back to you.

3. No clear added value

If candidates don't immediately understand what your message actually means to them, their interest will wane. Just because you write to someone doesn't automatically mean that this person feels addressed. Your message must clearly communicate what benefit candidates will gain from the contact - otherwise they won't respond.

4. No systematic follow-up

Without clear and consistent follow-up, your enquiries will get lost in the everyday lives of candidates. Recruiters who think their job is done after the first message regularly miss out on opportunities. Candidates are busy - it often takes a consistent, friendly follow-up to open the door.

5. Ignoring candidate feedback

Recruiters who do not respond to feedback or even ignore it are damaging their employer branding and candidate experience in the long term. Candidates talk to each other - negative experiences spread quickly. Those who ignore feedback damage their reputation in the long term and lose future talent.

Why do so many recruiters really fail at active sourcing?

Essentially, many active sourcing strategies fail due to unrealistic expectations and incorrect implementation:

• Impersonal communication: Standard messages are simply ignored in today's recruiting.

• Lack of preparation: Without genuine interest in the candidate profile, your approach will fail immediately.

• No visible added value: Candidates only get back to you if they clearly recognise what your message brings them.

• Inconsistent follow-ups: Without systematic follow-up, your process loses a decisive impact.

But don't worry - you can easily rectify these errors.

How to make your active sourcing more successful immediately

Here are five proven strategies that will sustainably optimise your active sourcing and inspire candidates:

1. Clearly define your target group - put an end to mass approaches

Create clear target group profiles and use these to address them personally. Candidates will immediately notice if you know and value their individual experiences and interests.

2. Thorough research and preparation - quality beats quantity

Invest some time in your candidates' profiles before you write to them. Mention specific skills or projects to build real connections.

3. Communicate clear added value - What's in it for your candidate?

Make it immediately clear to candidates why an interview with you is attractive. Give them a concrete reason to respond to your message - e.g. exciting career opportunities or specific benefits at your company.

4. Systematic follow-up - sticking with it pays off

Develop a structured follow-up process and consistently get back to candidates. It is often only the second or third message that really leads to the goal.

5. Actively use feedback - learn from your mistakes

Actively ask candidates for feedback and use it to continuously improve your process. This will help you to continuously develop and improve your candidate experience at the same time.

Active sourcing can be easy - if you do it right

Many recruiters fail not because of active sourcing itself, but because of avoidable mistakes. If you clearly define your target group, send personalised messages, communicate real added value, consistently follow up and take feedback seriously, you will soon notice: Your active sourcing will become a guarantee for success.

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