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Best practices for successful direct sourcing adoption

Best practices for successful direct sourcing adoption

Direct sourcing has become one of the most talked about recruitment strategies. It is suited for the present era, when recruiters grapple with the twin-realities of talent scarcity and talent being highly specific about what they expect from a job. The benefits of direct sourcing are well-documented, so much so a discussion of the same might be seen as redundant. What companies now want to know are facets around successful direct sourcing adoption. 

Here are the best practices for successful adoption of direct sourcing in your organization.

1.Transform into an ‘employer of choice’ for talent

It is not uncommon for recruiters to devise a framework to manage the whole talent spectrum in their organization. This is what the phrase ‘total talent management’ means. However, to do that, the recruiters should also create a strong employer brand for the company. This brand is distinct from the customer-facing brand the company has created. It is rather attuned towards the employees and prospective employees. Successfully creating this brand means that you would be an employer of choice for the best talent.

A few tips to make this transformation possible:

  • Recruiter should partner with other departments: Total talent management is not possible if the recruiter functions in a silo. You should evaluate the quality and the quantity of the work that is being performed by the current employees. For an accurate evaluation, the HR team would need to partner with other departments. After the evaluation, you would have a clear picture about which tasks could be performed better or in a more cost-effective manner. You could then decide if you need to hire freelancers or full-time employees. Unless you do this, your recruitment strategy would never be comprehensive. The wrong people may end up being hired, which could hurt your employer brand image.  
  • Transform temporary works into ‘projects’: After conducting the work-evaluation, you may find you need to hire freelancers to complete non-recurring tasks. These tasks could be considered as distinct projects. While hiring, look for talent capable enough to produce the outcome rather than focusing on their experience alone. This helps free the full time talent’s time for more tasks that require consistent attention. Getting full time employees temporarily assigned to a task and returning them to their regular tasks after that create discontent among them. Avoid doing this, and it helps bolster the employer brand. 
  • Have a simple onboarding strategy: Onboarding is one of the last and most significant steps in the recruitment process. Candidates like  onboarding processes that are not drawn out and which don’t overwhelm them. Also, the information you share during onboarding should be as straightforward as possible.

2.Make sure that the hiring managers are aligned with the sourcing strategy

Direct sourcing couldn’t be successfully adopted unless you have all the hiring managers aligned about the recruitment strategy.  In fact, they should be active participants in devising the strategy.

Here are the steps to take in that direction:

  • Once a new role opens, understand from the hiring manager about the skills candidates must absolutely have and the ones which are good-to-have.
  • Seek the hiring manager’s inputs to identify the online venues where potential candidates would be present.
  • Before reaching out to a potential candidate, review the CV with the relevant hiring manager 
  • Get feedback from the hiring manager about the quality of the candidates throughout the recruitment process. If required, improve the search parameters for candidates based on the feedback.

3.Build a contingent work option into the recruitment plan

Employees look for flexible modes of work more than ever before. Many workers seek the freedom working as contractors offer than full-time employment. To cater to this workforce category, a contingent work option should be baked into the recruiting framework. An example is giving candidates the option to get alerts for contingent or full-time roles while submitting their CV.

4.Use a proven tech platform

There are many tech solutions that cater to recruiters. But not many are designed to leverage the full potential of your brand so that you can directly source talent. Usually, recruiters use multiple solutions, each meant for a specific purpose- like accessing resumes or messaging candidates. The most cost effective and efficient option is to adopt one that comes with a holistic set of features for direct sourcing- like TalentNet.

TalenNet is a single doorway to recruit all talent categories- contingent, freelancers and full-time. And you can do that while leveraging the power of your employer brand.

The platform supports two-way communication with talent over multiple channels including email and SMS. You can also personalize the messages you send to candidates. An in-built Artificial Intelligence automatically matches the right talent with a role based on their skillset.

These and other features make TalentNet a trusted direct sourcing platform for some of the biggest brands like Meta, Capgemini, BP and more. To further explore how TalentNet can help ease direct sourcing adoption, please book a product demo.