How leading companies use TalentNet to change the way they hire.

Gas and oil giant surpasses hiring goal after revamping its Direct Sourcing program

Gas and oil giant surpasses hiring goal after revamping its Direct Sourcing program

THE PROBLEM

A prominent oil and gas company had to adapt to significant changes in its industry. The company needed to upgrade its current Direct Sourcing program to find new skill sets and hire a contingent workforce that would allow the energy giants to remain competitive in their field.

THE SOLUTION

TalentNet implemented several changes to allow for quicker hiring, improved best practices, and the successful rollout of a new communications strategy. These changes included implementing 48-hour exclusivity for curators, setting up new publication sources like Indeed, and adding client domain emails for every team member.

THE RESULTS

In 2022, the company surpassed its goal of filling 50% of their roles. In Q3 / Q4, the company was able to fill 65% of open roles.

Notable pharmaceutical giant creates seamless Direct Sourcing process after TalentNet’s support

Notable pharmaceutical giant creates seamless Direct Sourcing process after TalentNet’s support

THE PROBLEM

While the notable pharmaceutical giant did have an existing Direct Sourcing program, the company saw benefits to expanding their best practices and changing their MSP screening process to give hiring managers visibility into all of the Direct Source candidates.

THE SOLUTION

The company participated in TalentNet’s Program Readiness, a data-centric decision-making workshop. Through TalentNet’s intuitive platform and industry-leading experience, they were able to increase program adoption and success, expand its Direct Sourcing program throughout the US and create a cohesive, collaborative candidate experience.

THE RESULTS

Fulfillment increased exponentially in the next quarter after MSP screening was turned off. The pharmaceutical company saw an increase in talent community member engagement application ratio, with 50% of applicants coming from their existing talent community.