Winning the race – How to build a thriving Direct Sourcing program- Part 3

Every company has a different definition of success when it comes to a Direct Sourcing program, but when you get there, it’s unmistakable.

Not only will openings be filled quicker, your program will be used as a company standard for hiring.

In TalentNet’s Evolution of Direct Sourcing framework, this is known as the Run phase – the final step in building a thriving talent acquisition strategy. 

In part 3 of our 3 part series on TalentNet’s Direct Sourcing framework, we look at how to leverage the Run phase of your program to support long-term growth. 

How do I know I’m in the Run phase of Direct Sourcing program?

In phases 1 and 2 – Crawl and Walk – companies focus on building strong foundations and optimizing growing momentum. The Run phase is when organizations are able to realize the full value of their efforts for lasting success.

These are the signs that your program has reached the Run phase:

You can expand your scope

Typically, this is when organizations expand their program from its original defined scope into different areas of the business. This can look like expanding into new departments, using Direct Sourcing to fill different roles, adding additional skillsets to your scope, or expanding your exclusivity best practices. 

For example, let’s say you run a software engineering firm and originally started a Direct Sourcing program for the product department. Once the program reaches maximum efficiency, you can start expanding it to the rest of the company, from technical positions to marketing, sales, and financial roles. This allows for a consistent hiring strategy and a streamlined workplace. 

You can support Direct Sourcing program geographic growth

In the Run phase, some organizations use their Direct Sourcing programs to support expansion into new regions. At this stage, you can apply the lessons and strategies gained from your original program into new markets.

During geographic expansion, it’s important to work with a Direct Sourcing partner who has:

• Strong knowledge of data privacy laws and compliance regulations. TalentNet, for example, is an industry leader in data privacy compliance and holds ISO 27701, 27001 and 27017 certification, along with SOC 2 Type II certification.
• Solid market knowledge. Ensure your partner works with a variety of industries and understands market needs worldwide. 
• An understanding of cultural differences that may impact your hiring strategy.

You’re able to optimize your supplier list

Over time, many companies accumulate long lists of suppliers that need to be consolidated to save on costs and streamline talent acquisition processes. This can be a complicated task, as organizations often rely on multiple suppliers to meet their hiring needs.

By building a thriving Direct Sourcing program, these companies have the ability and confidence to re-evaluate their needs and decide which partners are performing well and which can be scaled back.

The Run phase is a good opportunity to optimize your supplier list, leading to significant cost savings.  

When should I focus on project-based hiring in my Direct Sourcing program?

During the Run phase, an interesting shift happens. You’ll be able to leverage your hiring strategies and talent communities to create a solid foundation for project-based hiring. While this type of hiring might have been seen as an exception or a workaround, companies with strong processes in place can effectively plan and track this type of hiring to create better, more seamless talent acquisition experiences.

To properly support project-based hiring, it’s important to:

• Create a feedback loop to improve hiring strategies. Feedback loops should include a solid intake process, a way to track hiring, a method for measuring outcomes, and an ability to use this information to strengthen your project-based hiring.  
• Use analytics effectively. At this stage, your Direct Sourcing program is a wealth of information. You can leverage your metrics to identify emerging skills, forecast future hiring gaps and prepare for long-term growth. 
• Transition from reactive to strategic hiring. By using pre-vetted talent pools, companies can quickly hire on a per-project basis, significantly reducing expenses and increasing hiring agility. 

How do I build a One Doorway solution?

Once you’ve reached the Run phase, you’ll notice a vital shift in your Direct Sourcing strategy. As you build successful Talent Communities, you’ll be able to create a One Doorway solution. This means all hires will register through the same doorway, from contingent and contract hires to full and part-time candidates.

Benefits of this strategy include:

• Improved candidate experiences. Once you find a platform that accommodates a One-Doorway solution, applicants can quickly join your Talent Communities and apply for a variety of jobs. TalentNet, for example, uses candidate-matching capabilities to allow for a 60-second registration process and one-click applications. 
• Better engagement and faster redeployment.  This type of solution builds candidate loyalty and creates a more efficient redeployment engine through easier Talent Community registration. 
• The ability to leverage actionable insights. A centralized talent community gives companies access to clear hiring metrics and performance trends. This means you can quickly identify top-performing candidates, shift when needed and make improved hiring decisions. 

Creating sustainable long-term growth

The Run phase is an exciting time in your Direct Sourcing journey. From expanding your hiring scope to successful geographic growth, this stage represents an important change in your company’s talent acquisition strategy.

As you continue to leverage your thriving Talent Communities and pools of pre-qualified candidates, it’s important to scale with intention. This means using the insights and metrics you’ve captured to inform future growth. 

It’s also key to choose a Direct Sourcing platform that can support your future growth. TalentNet’s solution includes AI-powered tools, quick communication capabilities and a 60-second registration process for candidates. 

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