About 60% of the bigger companies are planning on implementing or have already implemented a direct sourcing program to optimize the acquisition of new and pre-identified talent, often for contingent positions. Instead of using inbound applications to find the right candidates, direct sourcing focuses on talent curation and known populations. These talent pools are curated on a regular basis to make sure they continue to be effective in meeting the company’s talent needs.
The benefits of direct sourcing go beyond convenience; it also serves as a strong talent sustainability engine that helps solve tomorrow’s talent problems, such as labor shortages and higher hiring costs. Companies can further benefit from cost savings, more talent and candidates that better match their needs, greater diversity of candidates, and faster hires when they use direct sourcing. Candidates gain a more “humanized” experience as well since companies are able to expand their employer brand and have more interactions with candidates.
Attracting the best candidates can even lead to higher return on investment (ROI) when the temporary workers become permanent employees. Success can be measured using levels of conversions, and using direct sourcing populations to fill permanent positions (especially in labor categories where there are forecasted needs) can lead to greater temporary to permanent employee conversions.
Direct sourcing is a great way for companies to find dedicated, capable talent using their own resources, saving both money and time.
Source: Atrium Global
