How To Ensure Success In Direct Sourcing

When it comes to hiring, it’s all about quality. 

Why spend extra time and money recruiting when you know the best people are already in an existing talent network?

Direct sourcing is one of the most effective ways to cut down on unnecessary search costs while increasing the number of qualified candidates for open positions. The challenge lies in making direct sourcing work for your organization.

Direct sourcing is beneficial for organizations with an established brand reputation as it helps you leverage brand power in attracting the best talent.That’s not always possible when an external agency hires on your behalf. Agencies rarely give out the name of the company they are hiring for in the initial stages of recruitment, which does not leverage the strength of the employer’s brand in attracting top talent.

Having direct control over your hiring process, on the other hand, helps you better communicate your company’s values to the prospective talent.

The benefits of direct sourcing

The benefits of direct sourcing include:

  • Bringing down the time to fill a role
  • Cost reduction
  • Streamlined sourcing and recruitment process
  • Ability for the redeployment of talent
    • Steps to ensure success in direct sourcing

      Direct sourcing is only as good as how well you use it. It’s important to know what direct sourcing can do for you and how to make it work for your specific organization.

      Here are tips for ensuring success in direct sourcing:

      1. Define Your Objectives
      Direct sourcing can meet many talent acquisition objectives, such as finding top talent quickly and filling specific positions. It’s important to know what you’re looking for before you begin so that direct sourcing can help you achieve your desired results.

      2. Know Your Audience
      When direct sourcing, it’s essential to know your audience so you can reach out to the right people. Consider whether direct sourcing will be most effective for reaching passive candidates or active ones who are currently employed.

      3. Be Responsive
      Not only is direct sourcing a direct way to reach candidates, it’s also a direct way for them to get in touch with you. You want to make sure that your direct sourcing platform and supporting business processes are in place so applicants can communicate their questions and concerns quickly and efficiently. It’s essential to respond quickly so that relationships remain positive throughout the process.

      4. Use A Sourcing Platform
      Direct sourcing can be done through various platforms, including social media, job boards, and employee referral programs. It’s essential to use a platform that is best suited for your specific needs so that you can reach the most qualified candidates.

      It’s no longer enough to have a solid online presence; companies must also be active in their local communities. Direct sourcing helps you do just that by giving you direct access to potential employees who are already interested in what your company has to offer.

      A direct sourcing platform can enable real-time two-way communication between candidate and curator, often using SMS tools, and allow companies to engage with candidates to push videos, testimonials, or other content.

      5. Intelligent Forecasting
      By definition, direct sourcing puts more control over hiring in your company’s hands. It allows you to forecast the talent acquisition time for the coming months or year and accordingly design a direct sourcing plan.

      But forecasting stumps many. There is often confusion as to which metrics to use for forecasting. A simple strategy you can adopt to solve the mess is to analyze the previous year’s hiring. Take into account the following: the type of role, where it was open, the time of hiring and how long it took to bring the talent on board.

      6.Omnichannel Communication
      People (including job candidates) have different content consumption preferences. Acknowledging this, for talent acquisition to be successful, you need to adopt an omnichannel approach for communication. Platforms like LinkedIn are dedicated to professionals. However, if you only share information about your employer brand and job opportunities on LinkedIn, qualified candidates may be missed.

      To ensure all possible talent consumes content, a best practice in talent acquisition is to broadcast content and job opportunities across many different channels to reach the broadest possible audience.

      7.Focus More On Talent In The Pipeline
      A recruiter generally encounters two types of talent.

      The first is found through advertising a new job opening.

      The second type includes those who have already been engaged with your company. They may already be a part of the company’s talent pool, are following your company on social media, or have previously engaged during your career fairs or other recruitment events. Engagement with this category happens before a new vacancy has opened. Since they have shown some level of preference for or interest in your company, getting them into the company could be a quick process.

      8.Aim For A Great Talent Experience
      Talent experience refers to the quality of interactions talent has with your brand during the talent acquisition process. A candidate’s talent experience encompasses everything from direct conversations with the human representatives of the company and exchanges over a tech platform.

      A great talent experience helps hasten the recruitment process. Also, since it builds a strong impression about the firm, it bolsters the brand image.

      9.A Meaningful Messaging Process
      An essential step in the hiring process is sending the right messages to the prospective talent correctly. Many companies adopt a ‘blanket bombing’ approach by which they bombard the candidate with messages at frequent intervals.

      Over-communicating and not providing valuable content could have an adverse effect in that the talent may develop an aversion to the tactic, causing a negative experience for the job candidate.

      Talent acquisition and employer branding messages ought to be dispersed at the correct times, designed to reflect the current stage of the talent’s journey in the recruitment process. For instance, a message involving the brand’s values could be sent out at the initial stages of the recruitment process. Once an interview is scheduled, another message reminds job candidates about the upcoming interview. Depending on the geography and the demographics you wish to connect with, the channels to send the messages may vary. It could be email, SMS, or other communication avenues. But no matter the medium, making sure the proper communication is dispersed at the correct time to the right candidate is vital.

      A frequently cited reason companies give for not directly sourcing is the perceived complexity of the process. But the truth is the process needn’t be complex at all. Digital platforms could help you leverage the brand power even as you seek out the right talent.

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