They believe that they will have to create their own processes, systems and platforms, and that this will all be too much work. Want to learn more? Contact us today. Tags: Contingent Workforce. HCMWorks Insights. Posted by Julia Fournier on 14 Aug How direct sourcing reduces recruiting time and cost Whether your HR or procurement department is in charge of hiring new talent for your organization, the sourcing and engagement of contingent workers has traditionally been done through staffing suppliers and agencies.
Get Updates. Popular Posts. Gone are the days of placing job ads and waiting for resumes to roll in. Today, near-endless channels — from job boards to career websites and social media platforms — exist, each one requiring a different set of strategies.
It makes sense if you think about it. An outside agency may not deliver a seamless candidate experience, adequately express your work culture or impactfully reinforce your employer brand.
In both cases, the wrong choice will catch up with you in the end. By taking ownership over the candidate journey, you have the ability to reinforce your employer brand. You also have greater control over the candidates you engage, attract and ultimately hire. But there are other potential benefits to direct sourcing, including:. These flexible workers can be found in many places, including current and former contractors, former employees, retirees, silver medalists, freelancers, etc.
Sourcing and engagement of contingent workers has historically been done mostly through staffing suppliers. These process gaps and solution shortcomings are amplified when we consider knowledge workers, who are often highly skilled experts working on time-sensitive and mission-critical projects. With this demographic of worker, any delay or additional cost has a significant impact on the bottom line.
In addition, many of these workers simply do not want to work through a traditional staffing supplier. In addition, this strategy brings the added benefit of providing access to a much broader population of talented professionals who prefer to work independently by engaging and working directly with a range of different organizations.
When combined with an independent workforce compliance and engagement solution, like the services TalentWave provides to enterprise clients, a company has a turn-key solution to deploy a direct sourcing strategy that both attracts and retains scarce talent.
To get started on your strategy you must first gain clarity on your need for talent. Thinking about your ideal company structure, the mix of employees versus flexible workers, and your short- and long-term talent demand are crucial inputs to strategy development. As mentioned earlier in this article, independent workers can be found in a variety of categories. Some of the most common include current and former contractors, former employees, retirees, silver medalists, freelancers, etc.
Executing a direct sourcing strategy can provide a new, viable approach to accessing the mission-critical talent that your business needs. Like many developing solutions, there is still a lot of hype in the marketplace around direct sourcing, and many unproven technology solutions which can introduce a lot of risk and frustration into the equation. Fortunately, there are also tested and trusted experts, like TalentWave , who can be your partner in building and deploying a direct sourcing strategy that attracts and retains talent, shortens contractor time-to-productivity, mitigates risk, and delivers cost savings.
Procurement With TalentWave you can outsource non-essential administrative functions and improve overall reporting. Human Resources TalentWave is dedicated to your success. Get Started. Our Solutions.
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