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Holger Manske & Partner GmbH
Friedrichstraße 191, 10117 Berlin   
Tel.: +49 (0) 30 319 80 41-0
Fax: +49 (0) 30 319 80 41-23

 
 
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Holger Manske & Partner GmbH
Friedrichstraße 191, 10117 Berlin   
Tel.: +49 (0) 30 319 80 41-0
Fax: +49 (0) 30 319 80 41-23

 
 
 
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Holger Manske & Partner GmbH
Friedrichstraße 191, 10117 Berlin   
Tel.: +49 (0) 30 319 80 41-0
Fax: +49 (0) 30 319 80 41-23


 
 Yes, I would like a sofware demo

How Online Sourcing Works

Web 2.0 / Online Sourcing


The key to successful sourcing in social networks is to follow the etiquette. This means being conscious of other’s time, preparing well and providing facts and solid arguments. In the last few years we have evolved our approach continuously. For example, we noticed that using sophisticated electronic search mechanisms is much less effective than scanning more CVs quickly by experienced sourcing professionals.
Therefore, we follow the following steps in online / web 2.0 sourcing:
  • Initial definition of profile, including creation of hand-out materials
  • Key words are derived from profile (and list is extended during search)
  • Target companies are defined (and list is extended during search)
  • Key-word search in XING, Linked-in and other social networks
  • Manual quick scan of hundreds, even thousands of CV documents (as too narrow key-word searches sort out too many candidates)
  • "Quick turn around" loop with customer with five best profiles after 2-3 days, mostly without knowing yet if candidates are interested. Nevertheless, this discussion improves quality of the search, speeds up by avoiding wrong profiles and takes only a few minutes – thus even reducing the usual time to discuss a profile
  • Contacting of suitable candidates
  • Get response from candidates
  • Explain and sell job to candidates
  • Select interested and suitable
  • Conduct screening interview via phone or skype video
  • Create recommendation to client on suitable and interested candidates
  • Handover of candidate to client
  • Optionally, we can also execute in-house-recruiter tasks like scheduling interviews and liaising with candidates. This reduces the capacity of a Active Souring recruiter to about 6-7 positions in parallel.
 

How Employee Referral Polling Works

Employee Referral Polling

The key to successful referral polling is to select the right target group, ideally the top talent and management of your organization. As these people are very dedicated they are highly motivated to contribute to the recruiting. Typically they just don’t take the time to fill a tedious referral form. Therefore, calling them and making the referral as easy and convenient as possible is the solution.
Therefore, we follow the following steps in employee referral polling:
  • Initial definition of profile, including creation of hand-out materials
  • Identification of top talents and managers who should be "polled" for providing referrals
  • Information to referrers on the program
  • Contacting of the referrers via phone, explaining the program and asking for referrals. Typically 2-4 calls per referrer are required to get an optimized response rate
  • The time required for referrers is minimal, what is important is to create a positive conversation as most people are willing to help but just usually do not take the time
  • When polling employees it is not necessary to pay a referral fee to employees
  • Talent knows talent and attracts talent
  • Check with referrers if they want to contact the candidate, or if we do it, using their name or not
  • Contacting of suitable candidates (us or referrer)
  • Get response from candidates (us or referrer)
  • Explain and sell job to candidates (us or referrer)
  • Select interested and suitable
  • Conduct screening interview via phone or skype video
  • Create recommendation to client on suitable and interested candidates
  • Handover of candidate to client
  • Optionally, we can also execute in-house-recruiter tasks like scheduling interviews and liaising with candidates. This reduces the capacity of a Active Souring recruiter to about 6-7 positions in parallel.
 

Why We are Strong in Active Sourcing

Active Sourcing
  • Successful service for many years to companies like SAP, Deutsche Telekom and Accenture
  • Proven approach to convert job profiles into key words and to create target company lists
  • Strong networks in Linked-in, XING and other social networks
  • Experienced professionals used to screen hundreds of profiles per day – as manual search
  • proves to be vastly more effective than sophisticated technical methods
  • Local resources in many European markets
  • Proven method to contact candidates and to get positive response
  • Innovative screening and interviewing methods
  • Strong business skills of our recruiters
  • Strong in raising interest from candidates
  • Ability to provide recruiting service to the extent required by the client, i.e. including candidate handling, hiring manager interaction etc.
  • Track record of successful employee referral polling, without paying a fee to employees (!)
  • Innovative "quick turn around" processes, depending on client priorities
 

Our Offer (Interim Resources)

Specialist Recruiter
  • Specialist positions like Project Manager, Industry Business Developer etc.
  • Dedicated resource handling the entire recruiting process after headcount approvals, i.e. job profile definition, sourcing strategy, management of recruiting sources, initial screening, management of interviewing process, contract negotiation and closing, works council approval and including all administrative tasks like reporting and evaluation of sources
  • One resource closes around 50 specialist positions per annum
  • Please contact us for a priced offer
 
Executive Recruiter
  • Executive positions like Sales Director, Vice President operations etc.
  • Dedicated resource handling the entire recruiting process after headcount approvals, i.e. job profile definition, sourcing strategy, management of recruiting sources, initial screening, management of interviewing process,contract negotiation and closing, works council approval and including all administrative tasks like reporting and evaluation of sources
  • One resource closes around 35 executive positions per annum
  • Please contact us for a priced offer
 
Recruiting Manager
  • Manages up to 20 recruiters.
  • Improves customer satisfaction and recruiting KPIs
  • One FTE can handle 500 to 1.000 vacant positions annually
  • Please contact us for a priced offer
 
Recruiting Program Manager
  • Works in a staff function for a recruiting manager
  • Executes special tasks like workforce planning, process quality management and reporting
  • One FTE can cover annual recruiting volumes of 1.000 and more
  • Please contact us for a priced offer
 

Case Example: SAP

Specialist sourcing Since 2005 we deliver to SAP DIRECT SOURCING, interim recruiting, interim recruiting management as well as program management.

Volume

  • Peak volume of more than 2.000 positions p.a., managed by our interim management
Speed

  • Reduced time to fill from 20 to 12 weeks for executive recruiting by our interim recruiters.
  • Enabled proactive "warm" sourcing pipeline through three quarter rolling workforce planning, resulting in more than doubled accuracy of
    headcount forecasts
Cost

  • Increased referral rate from 10 to more than 20% supported by our referral polling program
  • Reduced cost per hire by more than 10% across all channels supported by our Active Sourcing
Quality

  • Increase candidate-to-hire ratio for sales executives from 4:1 to 10:1 supported by our Active Sourcing
Productivity

  • Increased productivity from 12 to 15 positions filled per recruiter per quarter by our interim recruiting management
Reference

  • Francois Scholtz, Head of Recruiting EMEA Field Organization
 

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We have a proven track record in delivering recruiting services to major companies across Europe. We deliver Recruiting Services, Interim resources and Business Consulting or train your in-house staff how to apply effective recruiting methods.
Active Sourcing and Assessment services
Interim resources
Recruiting process improvement
 
Active Sourcing and Assessment Services
Interim Resources
Recruiting Process Improvement
Over the last few years we have filled more than 300 vacant positions with an enhanced approach to Active Sourcing for clients like SAP, Deutsche Telekom and Accenture.
In addition to the traditional approach of identifying contacts and doing telephone research we added two social community methods, namely:

  1. Web 2.0 social communities like Linked-In and XING
  2. Referral polling from top talent in the client's organization
Since 2005 we have provided interim resources:

  • Recruiting managers responsible for filling more than 5.000 vacant positions
  • Executive recruiters filling more than 100 VP and Director level positions
  • Volume recruiters filling more than 700 specialist positions
In several projects with DAX-listed companies we have achieved the following quantitative improvements:

  • Cost per hire (-30%)
  • Time to fill (-50%)
  • Share of A-players recruited (more than doubled)
  • Referral rate (tripled)
  • Recruiter productivity (+20%)