For candidates, direct sourcing cuts out the middleman. It gives people straightforward, easy access to their wish list of companies. It also reduces unsuccessful applications that are typically lost in the black hole of résumés, providing more opportunities to connect with roles that fit just right. As part of a talent community, workers can tap into educational events, resources, and updates—which improves their chances of being redeployed with a company that they feel truly connected to.

Actually, we see them as tightly connected. To be successful in direct sourcing, you can’t resort to relying on reactive recruiting. Think of direct sourcing as competing for talent’s attention. If you’re proactively sourcing instead of reacting, you’re curating an expert talent pool. Then, you’re able to directly pull from the high-quality candidate pool you’ve created when new roles pop up.

Your MSP/RPO or direct sourcing provider should bundle all the technology needed—especially considering the investments you’ve already made in talent acquisition to avoid redundant costs.

Absolutely. Talent movement has been due to both force (reductions, layoffs, and restructuring) and choice (pursuing more passionate, different work due to pandemic burnout). However, many find the stress of their new role just as significant as their former—while having conceded any good-standing they had established at their former employer. Those who were forced to find new roles may have settled for roles that didn’t exactly align with their skills and interests in times of uncertainty. We anticipate continued movement as the new normal evolves. People will continue to move, looking for more balance and meaning in their work—creating excellent opportunities to cultivate your talent pool.

Here’s our top three:

1. Finding difficult, niche but repeatable roles. Direct sourcing a talent pool for these roles increases speed to hire and reduces costs. It requires patience, as the pipeline is often empty to start.
2. Maximizing ROI from alumni. Staying connected to, and direct sourcing talent from, your knowledgeable workers is critical. This includes former employees, contractors, and service providers.
3. Creating a competitive, cost-driven strategy. Direct sourcing allows you to build talent acquisition where your brand and recruiters are—both internally and outsourced. This ensures you’re effectively competing with external providers.