Educational Blogs, Whitepapers and Events
We understand leading disruption and transforming businesses with new digital platforms and tools can be challenging. To make your transformation journey a little easier, we are committed to highlighting relevant case studies, benchmarks, and best practices. Here you will find white papers, blogs, events, and the latest news. Keep a lookout for our content and events on Worktech and the World of Work - not only are they informative, but you will also find them to be engaging and enjoyable. If you think we should cover a topic you are passionate about, let us know and we will endeavour to fit it into our content and events schedule.
QuantumWork Advisory and TalentNet co-hosted a roundtable talk on the recruitment strategy of direct sourcing. QWA Managing Partner, Mark Condon, and TalentNet's VP of Customer Success, Brian Spour, talked about this trending strategy to effectively source and hire the external workforce. Read below to learn if your organization could benefit from direct sourcing, and if so how to successfully build and launch this temporary talent program.
In this blog, we're going to discuss:
Direct sourcing entails a company leveraging its employer brand, technology and processes to systematically attract and curate a private database of contractor candidates. They're organized into talent pools to then efficiently place as contractors. Learn about the value of direct sourcing in our whitepaper.
The contingent workforce accounts for 47% of the workforce now, so Human Resources (HR), Procurement and the C-suite cannot ignore this workforce category anymore. Direct sourcing is a strong strategy to effectively manage temporary workers because it speeds the sourcing process with the enablement of powerful technology.
In the wake of the Great Resignation, we're going through an economic adjustment and workers' have more power in today's labor market. The concept that every employee or contractor is a potential customer for a company rings true post-COVID-19. The company's brand sets the tone of what the worker will expect in engaging with that company.
Like with any digital transformation plan, it's important to get the stakeholders involved in this proposal early. Below are 5 key benefits of direct sourcing that should be included in building a business case:
After a leader gets stakeholder buy-in for a direct sourcing program, the next step is to design it. Design-thinking methodologies remove bottlenecks in business processes and actually make these processes more enjoyable for both employers, employees and candidates. QuantumWork Advisory uses human-centered design-thinking in 6 key steps:
Technology needs great functionality and a great user interface for a robust direct sourcing program. The talent platform needs to enable a company to build community, relationships and engagement with candidates in advance of the urgent talent acquisition need. This technology should also support seamless marketing with access to social channels and to traditional job boards. Lastly, job intelligence of resources and wage rates should be regularly updated. This is important for two main reasons: to stay in line with the rapidly changing labor market and to keep costs within budget.
Technology enablement impacts three main touchpoints for any given program: attracting and engaging with candidates, qualifying talent and organizing them into talent pools, and eliminating friction across these touchpoints for everyone involved. However, keep in mind technology isn't meant to replace the personal interaction in this recruitment process, but it's meant to facilitate it.
Brian Spour outlines his three keys to success:
Mark Condon shares his keys to success: