What are the Skills Needed to Execute a Direct Sourcing Program?

Welcome to Part 3 of our series 'Time Is Now: Direct Sourcing', where we discuss the benefits of integrating Direct Sourcing into your recruiting efforts.

We’ve been laying the groundwork to help make the foundational business case to invest time and energy into creating a direct sourcing program, and part of that prep work will be to decide on the team and skills needed to implement it.

Change Management: Open Mindedness and Organization?

For any organization looking to succeed in the future, proper change management is an important factor - and this extends to hiring too. To stay on top of these changes, seek advice from your network when as you consider direct sourcing for new talent; find out who can provide insight and direction that align with you goals. Ask specific questions about their solutions relative to your needs so as ensure they suits them appropriately.

Also, get your leadership on board so you have their support for your direct sourcing strategy. With your organization’s senior leadership, you can easily secure buy-in from managers who source and engage talent. Find the leader in the organization that can sponsor your program and is willing to pursue and follow it.?

Support the Program: Technical Literacy?

Understanding the technical requirements of a direct sourcing approach is integral to making an informed decision. To ensure you’re getting optimal ROI from existing systems, models and third-party agencies, consider taking stock of current platforms before beginning your evaluation process. Is there flexibility for integration with VMS or ATS? Does unlimited user access come included in the package? Will this platform have enough features to both build awareness online and evaluate skill density as per job openings? Answering these questions can help make navigating through potential options easier.

As the need for skilled contractors in your organization continues to grow, marketplaces can serve as strong bridges between them and potential projects. To ensure successful talent management that truly meets the changing needs of today's data-rich world, it is essential to have adaptive managers with analytic mindsets who are willing to select workers using cutting edge technology

Attracting Talent: Honesty, Clear Communication?

Finding and retaining independent talent requires a strong emotional intelligence – one that is built on honest communication, tailored rules and procedures for an engaging experience. Exceptional potential candidates can be sourced by providing clarity about what your organization needs, creating an atmosphere of understanding paired with mutual respect.

So, when developing a direct sourcing strategy, here are some important considerations to keep in mind:

• Treat hired contractors as included members of the team?
• Make sure your contractors know their work is appreciated and valued?
• Create a prosperous and satisfying work environment?
• Provide your contractors with opportunities to learn and develop new skills?
• Provide pay transparency from the start by offering prompt and equitable compensation?

Strategic Planning?

A successful direct sourcing program needs a strong start to build momentum and encourage further adoption.

Focus on providing an optimized experience in the beginning, such as a team of hiring managers or departments that have expressed interest in this approach. Keep your lines of communication open by inviting feedback and suggestions for improvement; use these insights to refine subsequent strategies.

As you expand the implementation over time, ensure it is accompanied with positive reinforcement whenever successes are achieved – this will help create enthusiasm among other stakeholders eager to explore external talent services too, thus optimizing agility and forging lasting partnerships with qualified professionals, giving your organization the competitive advantage.