News & blogs

Recruiters still aren't approaching the European workforce often enough

The job market is tight these days and there is a shortage of manpower all over Europe. But how often do recruiters actively approach candidates? The Global Talent Acquisition Monitor (GTAM) reveals this is still a too-infrequent occurrence, which means opportunities are going to waste. What's more, there are major differences between countries with regard to how people prefer recruiters to address them.

Although a majority of the European workforce is open to being approached by recruiters, 70% of these individuals are never contacted. In Greece and Lithuania, more than 75% of the workforce is open to being contacted by recruiters, while this percentage is lowest in Germany and Austria. There is still a great deal of potential here for employers or intermediaries. Especially since the sourcing strategy in these countries is not yet being optimally deployed.   

Sourcing pressure in Europe

The frequency with which candidates are approached also differs greatly from one country to another. The Czech Republic and Romania, for instance, have the highest sourcing pressure. Candidates in these countries are approached by companies more often because the competition there is greater. This contrasts with Slovenia and Croatia, where we see the lowest sourcing pressure in Europe. In the latter nations, it could prove beneficial to optimise the sourcing strategy and actively approach candidates more often.




Email is most popular

In two-thirds of the countries in Europe, the majority of the workforce indicates they would like to be approached. The average sourcing pressure (in which an individual is approached by a recruiter at least once per quarter) in Europe is around 30%. This leaves a great deal of space for recruiters to take advantage of. 74% of candidates would prefer to be initially contacted by email. After that, the preferences are telephone contact (28%), face-to-face contact (24%) and social media (18%). It's interesting to note that face-to-face contact is popular in Greece, while in Lithuania, candidates also prefer to be approached via chat and text messages (SMS). In the Netherlands, Hungary and Ukraine, one-quarter of candidates are open to being approached via social media, whereas this percentage is much lower in other European countries.

Young people approached most often

In the job market, the group most often approached by recruiters is young people less than 24 years of age. This group is approached nearly twice as often as individuals in the age category of 50 and over. Young people have more up-to-date knowledge, lower salaries and are more visible (and easier to find) online. In addition, young employees are more likely to switch jobs when the labour market is tight. For these reasons, it can be commercially interesting to approach older and more experienced individuals. Although they may feel greater loyalty to their employer and be less likely to switch jobs, there is still profit to be made there. The results of the GTAM show that over 77% of those age 50 and over are not being approached.

Strong competition in the IT sector

Differences also exist between the various sectors and job groups in Europe. Personnel for the offshore/maritime sector and the overarching European institutions (such as the EU and the UN) are approached most frequently. What's more, the sourcing pressure is strongest in the IT, management and engineering & design job groups.

The GTAM study reveals that there is still much potential to be found in actively approaching the workforce. Now you can gain even better understanding of the market, your target groups and the existing opportunities with the European Recruitment Dashboard. For more information, feel free to email us at