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

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

Start by formalizing your direct sourcing program.  

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.  

Choose the appropriate direct sourcing technology to organize your program around.

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.   

Next, get and stay connected with your alumni, referrals and silver medalists.

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. 

Finally, support your recruitment team with professional expertise.

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.

 

Questions about Direct Sourcing? Contact an Expert

Alex MacKenzie

Direct Sourcing Expert

Contact Alex

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Direct Sourcing

Direct Sourcing?

Not quite ready to start?

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.

Understanding contractor classification types in Canada

The digital transformation is not only changing the way companies do business, it’s also changing the way they use talent to get it done.

Contingent Workforce

What is contractor classification?

When onboarding an independent contractor, organizations must classify aspects of the contingent worker relationship to ensure compliance with the correct tax and employment laws. Misclassification of workers happens when tax authorities and/or regulatory bodies deem one or more of an organization’s contract workers as actual employees. 

Contingent Workforce

Direct Sourcing: 5 big decisions to make when designing your program

They go by many different titles: contingent workers, gig employees, freelancers, contractors, but regardless of naming, they all serve the same purpose: providing organizations with flexible, skilled staffing solutions to help them quickly respond to market changes and demands.

In the past it was very common for organizations to source their contingent labor through a staffing or recruiting company. For a flat fee or a percentage of each workers’ pay, the recruiter would vet resumes, qualify workers, negotiate pay rates, and manage all payroll and compliance for that worker. In return, the client received timely access to skilled consultants and workers and was glad to outsource the process to their trusted suppliers.

In an effort to save money, better manage talent, and regain control over their recruits, companies have become increasingly more comfortable taking on some or all of the contingent worker engagement process for simple or frequent openings within their organizations. The practice of engaging contingent workers directly is known as direct sourcing and while it is true that direct sourcing can save companies money, the opposite can also be true if the company doesn’t have the proper resources in place or a formal program to manage the process. This post will address some of the challenges with direct sourcing, as well as five key decisions companies need to make when establishing their own direct sourcing program.

It’s important to note, direct sourcing programs don’t have to be an all-or-nothing approach. In fact, many companies use direct sourcing for routine or frequently engaged contingent worker requirements and still use an outside staffing agency to manage complex roles, executive positions and other senior company positions.

Whichever route you choose, below are some considerations to help enhance your program:


Making Direct Sourcing Work for You
According to the World Economic Forum there is a world-wide shortage of skilled workers, which makes the process of sourcing and recruiting talent that much harder for companies, particularly ones with global operations. Having a program in place that gives you immediate access to a pool of skilled, proven workers has many obvious benefits, not the least of which is a reduction in ongoing recruiting fees and shorter down-times.

It’s no surprise that technology has made direct sourcing easier than ever. Social networking makes reconnecting with your former contingent workers (alumni) simple: job openings for contingent workers can be posted for free on a company’s Intranet, their public-facing website, or more widely through online job and social media websites.

As with any online presence, companies must consider the brand image they’re putting forward. Employer and company branding is just as important for contingent workers as it is for traditional employee recruitment efforts and the two need to be complementary as well as truthful.

One of the first steps everyone takes when considering an organization for a future contract/engagement is to perform online research about the client. Websites such as Glassdoor indirectly keep companies honest by allowing past and present workers across all levels to rate their experience with the organization. Companies with frequent turnover or a low rating are viewed less favorably, for obvious reasons. Having and maintaining a strong workplace brand can be very advantageous for companies recruiting in highly competitive industries and can be the differentiator for a contingent worker contemplating multiple offers from potential client suitors.

Chances are you already know that one of the best sources for recruiting new talent comes from existing and former employees whose own personal and professional networks expand your company’s reach well beyond traditional recruiting sources. Employees, contingent workers, and alumni who already have a positive work experience with your company are more likely to recommend highly-qualified candidates since the referral has a direct impact on their reputation at the company. A side benefit of this is that internal referrals tend to start out with a higher level of trust than unknown candidates which can make the interview process faster and easier.


Designing Your Own Direct Sourcing Program
The best direct sourcing programs usually complement other recruiting practices rather than replace them altogether. And programs can vary greatly based on the individual company’s needs and available internal and external resources.

Contingent Workforce

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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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