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  • Writer's pictureBartley Joseph

Direct Resourcing: Hybrid is Better

Direct sourcing is a recruitment strategy where organisations proactively identify and engage with potential candidates for job openings without relying solely on traditional recruitment methods like job boards or agencies. It involves building and maintaining direct relationships with candidates, often leveraging technology platforms and social media networks. In direct sourcing, organisations take a more proactive approach by searching for and reaching out to potential candidates directly. This can be done through various means, such as networking events, employee referrals, online communities, and social media platforms like LinkedIn. By directly sourcing candidates, organisations aim to tap into a wider talent pool, including passive candidates who may not be actively seeking new opportunities but could be interested if approached with the right offer. Direct sourcing differs from other forms of recruitment in several ways:

  1. Traditional Recruitment: In traditional recruitment, organisations typically post job openings on job boards or work with recruitment agencies to find suitable candidates. This approach relies on candidates actively applying for positions. Direct sourcing, on the other hand, involves proactively searching for and engaging with potential candidates, often before a specific job opening is available.

  2. Talent Acquisition vs. Talent Pooling: Direct sourcing emphasises talent acquisition and building a pool of qualified candidates who align with the organisation's long-term hiring needs. This approach focuses on creating relationships with potential candidates and maintaining ongoing communication, even if there isn't an immediate job opportunity. Traditional recruitment, however, tends to be more reactive, focusing on filling specific job openings as they arise.

  3. Candidate Experience: Direct sourcing often emphasises candidate experience throughout the recruitment process. Since organisations are actively reaching out to candidates, there is an opportunity to personalise the communication and engage with candidates on a deeper level. Traditional recruitment methods may have less personalised engagement, especially if the initial interaction is through a job application.

  4. Cost and Time Efficiency: Direct sourcing can be more cost and time-efficient in the long run, as organisations invest in building talent pools and maintaining relationships with candidates. By having a pool of pre-screened candidates, organisations can reduce the time and resources spent on sourcing and screening for each individual job opening.

While direct sourcing provides organisations with greater control over their talent acquisition process, access to a broader pool of candidates, and the ability to build long-term relationships, it is highly dependent on a number of factors, namely: 1. It has the resources and time to proactively engage with potential candidates, organisations in as manner that can enhance their employer brand, improve candidate experience, and potentially secure top talent for their future hiring needs. 2. It is prepared to make the investment in social networking and candidate management. In order to do his effectively, the company needs to make the upfront investment in technology and the ongoing investment in networking and relationship management. 3. It assumes that the organisation already has a solid brand reputation and is able to offer a compelling employee value proposition. This serves to attract candidates of the required calibre. Without this, organisations may have to be patient while their marketing team builds the required market presence.

Unfortunately, many organisations simply do not have the resources, and/or are unable to meet the minimum requirements to do direct resourcing. Even those who do have what it takes, find that the market is so dynamic, that the ongoing investment is significant, especially when they do not regard recruitment as a core functionality in their business.

Instead, organisations are turning to a hybrid model that sees them outsourcing certain aspects of the direct resourcing function. This includes aspects such as getting an outsource partner to do the networking and social networking search for candidates, or to do the screening and shortlisting on their behalf.

To learn more about how you can benefit from a hybrid direct resourcing model, take a look at OUTprof’s Smart Sourcing offering: https://www.outprof.com/_files/ugd/1269ff_f5323ab6badb498b8a4495bacbf08aea.pdf


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