Over the past few years, direct sourcing has emerged as perhaps the hottest talent-led strategy in the world of both talent acquisition and contingent workforce management. In pre-pandemic times, businesses understood that expanding their talent engagement efforts on building internal talent communities (via enterprise-led “agencies” that eschewed middle entities like staffing suppliers) was a powerful way to infuse new skillsets into the greater organization. During the pandemic, direct sourcing served as a robust means of keeping candidates engaged during uncertain times and augmenting workforce scalability. Today, direct sourcing represents the very future of talent acquisition.
With an ever-increasing number of talent channels, including digital staffing marketplaces, traditional staffing vendors, professional services, talent networks, and social media platforms, the ability to match project requirements with available skillsets has never been easier. However, it has also never been more competitive or difficult. Businesses that harness the power of direct sourcing and talent pools have the ability to develop an agile workforce which can be the key differentiator needed to advance and grow in a marketplace that rewards dynamic, talent-led responses to new business pressures and challenges…especially what could be ahead as 2024 unfolds.
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