You have a network, so why aren't you using it?

Direct sourcing happens when an organization recruits its own workforce directly rather than engaging the services of a third party vendor like a Managed Services Provider (MSP) or a staffing agency. Direct sourcing allows the organization to establish its own talent pool and control its employer brand.

It's a new work world in an uncertain labor market, yet hiring is happening, and life - and business is moving forward.

In fact, a new study from StaffingHub finds that 71 per cent of staffing firms expect the industry to come back stronger than before, which intimates employers are putting strategies in place now in order to capitalize on immediate, current or future needs - and many employers are planning on moving away from traditional employment models.

As employers attempt to drive business forward by leveraging more flexible workforce models, it's critical that recruitment professionals are aware of the sourcing strategies used for these types of non-traditional worker engagements.

Direct sourcing  occurs when an organization engages contingent workers using their own internal resources rather than engaging a third party vendor like a staffing agency to perform the recruitment functions. A direct sourcing strategy can provide many cost saving benefits - but the opposite can also prove true if employers don't have the proper resources in place or a formal program to manage the process.

Not too long before the pandemic caused unprecedented job loss and drastically increased unemployment rates around the world, organizations operating in the United States alone had access to a talent pool of more than 41 million Independent Workers - a talent pool that has significantly increased.

Direct sourcing programs don’t have to be an all-or-nothing approach when looking to bring talent into your workforce. They do, however, require employers to take five big decisions into consideration in order to launch an effective one. These decisions include: Sourcing format, Engagement management, Rate card format, Onboarding requirements and Governance/KPI's.

Contingent talent may go by many different titles: Gig workers, Freelancers, Independent Contractors, temporary talent or Contingent Workers, yet regardless of naming conventions, this type of talent works to provide organizations with flexible, skilled staffing solutions to help employers quickly respond to the many market changes and demands.

A popular sourcing strategy for many organizations is launching a Direct Sourcing program in combination with, or instead of, engaging third party staffing vendors for the acquisition of skilled talent and contingent workers.