Recruiting is hard work
success and scope for action through outsourcing
The labor market has changed massively in recent years. The shortage of skilled workers, which has been increasing for years, is now accompanied by a completely changed view of the world of work. More and more people are fundamentally questioning their job and are demanding more attractive and flexible framework conditions for themselves. For companies, this means a considerable amount of additional time, money and organizational effort.
Job advertisements have not brought the desired success for a long time. On the contrary, they increasingly produce additional work, since the majority of the incoming applications often do not meet the desired requirements.
Identifying potential candidates and actively addressing them is extremely time-consuming and also not organizationally feasible for many companies. The active acquisition of candidates can be perfectly outsourced to Liebwein, so that your HR can concentrate even more on the retention and further development of your existing employees.
Leave the time-consuming and sometimes tedious work to a specialized professional! Because nowadays there is more to a successful job interview:
Identify more potential candidates
Top candidates are being contacted more and more frequently. The willingness to deal with a “further” job offer decreases.
Conduct more interviews with candidates
Changing job requirements meet more and more varied desires of the candidates. A match becomes increasingly difficult.
Manage more candidate rejections
Candidates often receive more offers and can choose from a variety of different options.
Sourcing Process Step by Step
In order to successfully fill a vacancy, a targeted approach is required. Potential candidates must be identified and contacted along a structured process and pre-selected according to the requirements.
All too often, this process is perceived as a black box, since in the end only a numerically small number of candidates presented remain that is perceived. With the following process tool you can click through the complex overall process step by step.
Identified potential candidates
Despite repeated attempts to contact, a proportion remains unreachable; minus 15% of the target size candidates
Offer not appealing
No perfect match
Individual requirements do not match sufficiently (skill set / overlap with detailed experience, team / cultural fit, certificates, commitment, etc.), minus 20%
Conclusion of a contract with a candidate