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Let Procom help you create and nurture your very own talent network that can provide significant value to your organization’s talent acquisition strategy.
Direct Sourcing
If your organization has pre-identified workers, then you are already engaged in direct sourcing, however, we’d be willing to bet that you aren’t receiving any of the benefits that should come with it.
Let Procom help you build a direct sourcing channel that will reduce your reliance on staffing agencies, improve the quality of talent that you hire and drive savings for your organization.
Create a landing page for talent that welcomes them to your organization, makes it easy for them to find and apply to your open jobs, and provides them with a means to get and stay connected to your organization.
Build and grow your talent network through personal invitations to the high performing talent that has worked with you in the past. Keep track of the individuals that you almost hired the first time you interviewed them and establish a repository to organize those individuals that have been referred to you by people you trust.
Whether you choose to staff your direct sourcing program internally or choose a partner like Procom to help you, we can support your direct sourcing program with everything from expert insights to dedicated resources to help you with your program needs. The best part – our direct sourcing solution integrates seamlessly with our contractor payrolling service.
“Procom is my go-to resource for all things contingent workforce and they continue to impress me with their knowledge and creativity. “
- K.M. - Client from a Global Energy Company.
Whether you are ready to get started on your direct sourcing program or you need some more information prior to finalizing your plans, we are here to help.
Connect with one of our contingent workforce experts with any questions you have. We are always happy to share our insights and the best part is that there is no obligation on your part.
A practical plan to help you reduce your costs through Direct Sourcing.
Leverage the power of our network.
A practical plan to help you reduce your costs through Direct Sourcing.
Introduction and a Way Forward
Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.
According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.
For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.
Talent Acquisition
Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.
Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.
As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.
Contingent Workforce
The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.
The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.
And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.
Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how:
Job Seeker
Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.
According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.
For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.
Talent Acquisition
Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.
Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.
As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.
Contingent Workforce
The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.
The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.
And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.
Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how:
Job Seeker
Employers must get on the same page with their talent by reconceptualizing what it means to work for their organization.
According to The U.S. Board of Labor, 4 million Americans quit their job in the summer of 2021. The workforce is operating under the weight of The Great Resignation, and it isn’t looking to slow down anytime soon. In fact, a recent Procom Voice of Talent Report of over 1000 knowledge workers across North America finds 52 per cent of respondents are “likely” to “very likely” be looking to leave their current position within the next 12 months.
For employers, this means they must act now in order to rescue their workers from joining what’s been dubbed, The Great Resignation.
Talent Acquisition
Subvendor management streamlines the contractual process by allowing an organization, or 3rd party payroll provider, to manage all subvendor relationships within a single Master Services Agreement (MSA). When evaluating the need to outsource subvendor management to a 3rd party payroll provider or keep the function in-house, organizations must consider current vendor relationships as they align with future growth strategies.
Whether you’re responsible for vendor management within a large enterprise or are operating a small-to-medium-sized business, contingent workforce management becomes increasingly complex as organizations continue to engage resources outside of their preferred vendor lists, AKA: Subvendors. And keeping up with your different contingent resources can be a massive undertaking.
As a result, independently managing subvendors can lead to overpaying for services. For this reason, many organizations are outsourcing these responsibilities to a 3rd party payroll provider.
Contingent Workforce
The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.
The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.
And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.
Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how:
Job Seeker
Direct Sourcing can provide you access to the talent you need at a reduced cost when compared to other channels.
Direct Sourcing can provide you access to the talent you need at a reduced cost when compared to other channels.
Do you have right resources and systems to manage your workers effectively while complying with.
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Customer Success Stories
“Excellent service, very timely response time, quality candidates and outstanding support.”
K.M.
Global Professional Services Firm
“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“
Z.N.
Leading Financial Services Institution
“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “
L.R.
National Telecommunications Provider
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