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The term “direct approach” already hints at what this is truly about. It is a strategy that makes the overall application process more efficient in terms of time and cost. Companies do not passively wait for applications for a job listing but can be proactive themselves. 

Potential applicants and employees are identified and then direct and personal contact is established. This approach also reaches applicants that would not have actively applied for the job listing themselves, for example because they currently work for a competitor. 

Active Sourcing also ensures that the skills, qualifications and qualities of the applicant fit the company as best as possible. Additionally, this process aims to build connections. Potential applicants are added to a so-called talent pool, a database that can be accessed as needed. This includes their curriculum vitae (CV), other relevant information as well as personal data. 

With the talent pool, the company is able to remain fresh in the minds of applicants. This somewhat binds them to the company and allows for the possibility of them being enticed away in the future. 

Active Sourcing mainly takes place online, using social media channels or career networks such as LinkedIn or Xing. However, Active Sourcing is also possible and widespread outside of the digital world. This is where workshops, continued education or fairs come into play.