The complexities of enterprise talent sourcing are woven together through a company’s systems, departments, and processes.

 

As the workforce evolves, sourcing talent effectively is a challenge not only because of digital innovation, but also because of rapidly shifting candidate expectations. The need for an integrated talent system becomes clear, with siloed departments and inefficient processes present in so many large organizations.

In this blog post, we will explore the complexities of talent sourcing in today’s workforce. We’ll also take a look at some tips to help you find qualified candidates without all the hassle.

In a previous blog post: How to Acquire Talented Labor: Steps for Finding and Securing Talent, we asked you to imagine yourself as a marketing manager within a large organization.  You needed 60 hours per month of copywriting help and took some time to learn about the four labor pools available to help you meet departmental needs: freelance, full-time, part-time, and contingent.

Let’s revisit this example and assume you wanted to try to source candidates from all four labor “types”.  Sitting at your desk, you wonder “where do I start?” In most enterprise organizations, there are a number of platforms, processes, and suppliers you would need to work with to source from all four talent pools, none of which seamlessly talk to each other.  It can make the process of acquiring talent confusing and stressful in addition to balancing existing workloads.

In order to start, let’s break down the complexities of each talent type before initiating the most efficient sourcing strategy.

 

 

  1. Freelance: The complexity of hiring experts on a freelance basis is often the result of an organization’s disjointed systems, siloed departments, and inefficient processes. Organizations like Upwork, PeoplePerHour, or Guru are relied upon by companies to find available freelancers for their open positions. Most organizations have very little oversight and control over this process, and as a result, do not achieve business efficiency.
  2. Full-time: To identify this common group of talent you would use a requisition process, which is typically connected to an Applicant Tracking System (ATS) that links with the company’s onboarding system. Requisitions generally flow through to either the HR or Talent Acquisition team, triggering action, either manually or through automation to post a full-time opportunity to their online career site.  This can be a slow process, having many hand-off points and an inefficient supply chain of teams and systems.
  3. Part-time: Positions are managed similarly to full-time jobs and maybe created via requisition and posted in the company’s ATS or on external job boards.  Part-time jobs are still sometimes listed internally on the organization’s Careers Page.
  4. Contingent employees: Are typically hired through staffing agencies or consulting firms and often work via a supplier management system run by the company that sourced them. This hiring approach can make it difficult to find and hire well-qualified talent because the database of qualified candidates is owned by the staffing or consulting firm, not your organization. 

In most organizations, there is no single way to source from multiple pools of talent in today’s workforce.  Why is that?  In the 1990’s, HR and Procurement departments started structuring their processes around technologies like ATS and VMS systems.  These systems were originally designed to manage the hiring process for full-time employees and to manage vendors including staffing agencies, respectively. Talent sourcing today is made more complex as these legacy technologies are disjointed, siloed, and inefficient.

For example, the same candidate can be found in more than four different systems, all for the same organization. If you’re interested in sourcing freelance talent, you may also need to use a third-party platform and make payment arrangements outside of the traditional internal payment processes. 

In order to source from all four pools of talent efficiently, an integrated system or automated tool can be used to facilitate the process seamlessly. The real shift that needs to happen in talent acquisition is in technology: it should meet business needs, not force the business to meet the technology’s limitations.

Even though companies often take the time to create a clearly defined process for hiring, this approach is still too complicated. Employers should work hard to make their recruitment processes as effortless and streamlined as possible, just like what consumers expect from brands.

In our next blog Direct Sourcing: Why It’s Good For Your Business, we introduce ways you can address these issues, reduce recruitment complexity and improve candidate experience through direct sourcing.

About TalentNet

TalentNet introduced the world to a better way of sourcing in 2013 with the launch of the TalentNet contingent labor direct sourcing platform. Today, direct sourcing is one of the fastest-growing trends globally in talent acquisition. As the technology pioneer in direct sourcing, we empower some of the world’s leading brands to provide candidates with a seamless hiring experience while simplifying supply chain complexity and reducing cost.

 

Our mission is to transform how organizations engage and acquire talent. We won’t stop innovating until all work seekers, regardless of work type or background, are seen equally for what they are…people.

 

For more information, visit talentnet.com