Businesses are moving away from traditional hiring models, adapting to new methods and investing in more resources. A popular solution that has evolved is direct sourcing which cuts out on relying upon third-party staffing or consulting firms which can be costly.
Companies are internally sourcing, managing and reengaging independent talent. Through utilising their own resources rather than third parties, they can directly source independent professionals.
Every business does it different depending on company size, talent needs and available budget. As technology continues to develop and evolve, so it becomes increasingly important in the way’s organisations search for potential recruits. In fact, technology has moved so quickly within recruiting that we are now not far from recruitment becoming virtually 100% digitalised.
The emergence of technologies, most notably social media, has disrupted the conventional linear and horizontal approach to recruitment. However, whilst this might have taken a bit of adjustment and getting used to for recruiters, the world of online CVs and social accounts have proven to be cost-effective and helpful in delivering results. The recruitment industry has seen a scaling up occur and become almost exclusively digital.
We have big online players in the recruitment industry, such as Monster and CareerBuilder, have changed ownership. Microsoft has recently acquired the professional social network of choice for most – LinkedIn- and vertical integration has shaken up the recruitment industry. There has been a rise in start-ups that are focused mainly on the latest technological trends in recruitment: Artificial intelligence (AI), automation and recruitment marketing. It is these technologies that are becoming accepted as being the new ways to attract the right talent, and to do consistently on a large scale.
In order to effectively source independent talent companies must build a centralised engagement programme which manage the entirety of the candidate journey: sourcing, engagement, payment management and re-engagement. Companies investments in programmes and policies puts them in an optimal position to attract and retain their talent and facilitate re-engagement.
A private pool of independent talent makes the process easier to find and deploy skilled workers when you need them. It provides flexibility in talent acquisition, allowing you to bring recruiter functions in-house.
Engaging independent talent can increase output and higher satisfaction. You can provide a trusted methodology for evaluating and engaging independents. This meaning a simplified, easy to follow process.
Re-engaging talent can quickly and easily be re-engaged. It is important to remember an effective solution will take time. The more investment – the bigger the return. The internal candidate pool can be made up of former employees, retirees and/or applications in the company’s tracking system.
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