Implementing Direct Sourcing: A roadmap to success
Direct Sourcing helps you reduce cost of hiring and time to fill a role, among other things. But implementing direct sourcing requires a methodical approach which connects your company’s requirements with the program design. Here is the roadmap to implement Direct Sourcing in your organization.
Be clear about your requirements
The implementation of Direct Sourcing sometimes fails because the requirements were not properly gauged to begin with. Your implementation design is based on the problems you wish to tackle. If those problems are not properly defined, the wrong strategy would be implemented. To avoid this, get inputs from all stakeholders to define the key problems that should be solved. Do you want to activate passive candidates? Do you wish to focus more on contingent labor or want a mix of contingent and full-time talent? Are you looking to fill current roles or do you concurrently wish to build a talent community? These are some of the questions to ask yourself before designing a Direct Sourcing strategy.
Get backing from leaders in the organization
A recruiter would need the help of multiple teams to implement a Direct Sourcing strategy. Such collaborative ventures usually run smoothly if you have the backing of the top leaders in the organization. They needn’t be involved in the implementation process. But make sure that they understand the significance of the same and the benefits it could bring to the organization. Once the higher-ups have taken an interest in the implementation, things are bound to proceed without hiccups.
Keep relevant employees looped in
To the extent it’s practical, keep the Direct Sourcing program transparent to the relevant employees. If you are planning changes in the program, share the updates with them. Be open to feedback from the employees about the program, and improve the program based on meaningful feedback.
Use the correct tech platform
The right tech platform for Direct Sourcing should help you leverage your employer brand in attracting skilled talent. You should be able to share branded job posts with prospective talent. The candidates should automatically be notified when a relevant opening comes up.
Also, the tech platform should enable smooth communication between the recruiter and the candidates. Ideally, the communication channel should be 2-way. That is, the recruiter should be able to communicate with the job candidates, and vice versa. There should also be provisions to personalize the messages that you share with candidates- like adding images, emojis etc.
TalentNet is One Doorway in for all types of job candidates into an organization. For companies, it is a single pane of glass to engage with all types of talent- be they contingent, full time or freelancers. Used by some of the world’s biggest companies like Meta, Pfizer and Capgemini, TalentNet helps build brand-attracted Talent communities, making recruitment simpler and cost-effective.
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