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How Direct Sourcing Drives Talent Sustainability

Direct Sourcing Talent Acquisition by Christopher J. Dwyer on 04/16/2024

In today’s dynamic business landscape, the age of “omni-channel talent acquisition” has emerged, providing businesses with diverse options to source and manage their workforce. From digital staffing marketplaces to traditional vendors and staffing suppliers, professional services, talent networks, and social media platforms, the choices are abundant. With this wealth of talent channels, matching project requirements with suitable skillsets has become more accessible than ever. Yet, securing top talent has grown increasingly challenging and competitive. Organizations that effectively harness direct sourcing and talent pools can cultivate a flexible, adaptable workforce, granting them a competitive advantage in a market that values agile, talent-centric responses to evolving business challenges and demands.

When it comes to direct sourcing, even the most basic programs can indeed yield tangible value, yet the stakes are higher than mere cost reduction and talent pipeline expansion. While these remain fundamental aspects, strategic approaches have evolved significantly since the concept’s rapid ascent years ago. In 2024, however, direct sourcing transcends its components; it embodies alignment with current and future business trajectories. Amidst an unsettled labor market and prevailing economic uncertainty, businesses engage in an ongoing battle for talent, confronted by historically low unemployment rates and millions of unfilled job openings. Concurrently, the Future of Work movement necessitates a shift in hiring strategies. Together, these factors present both a challenge and an opportunity for direct sourcing: enabling enterprises to foster a flexible and scalable workforce that sustains genuine talent development…and, more importantly: talent sustainability.

Over the past four years, direct sourcing has emerged as a dominant force in talent and workforce discussions, offering businesses a flexible avenue to engage directly with talent. Its profound impact on candidate experience, referral management, and talent community development has revolutionized how workers interact with potential employers, automated referrals, and cultivated on-demand talent pools. Additionally, direct sourcing leverages AI-driven technologies to enhance talent acquisition processes, streamlining candidate matching, assessment, and engagement, thereby optimizing recruitment outcomes.

As a preferred strategy for achieving genuine scalability and talent sustainability, direct sourcing aligns with organizations’ strategic goals, ensuring long-term prosperity by fostering employee engagement, development, and well-being. In addition, embracing socially responsible and ethical talent management practices further enhances workforce sustainability and equity, benefiting both the organization and its employees.

Talent Experts on FOWX — The Current and Future State of Direct Sourcing and More

Business Leadership Direct Sourcing Diversity and Inclusion HR Podcast Solution Providers Talent Technology and Innovation by John Yuva on 03/14/2024

Our “Talent Expert Series” on FOWX features podcast excerpts of today’s Future of Work thought leaders who appear on The Future of Work Exchange Podcast. The series continues with an excerpt from Season 7, Episode 15 featuring Christy Forest, CEO and Executive Director at LiveHire, who discussed the current state of direct sourcing, the future of this high-impact strategy, the reality of total talent management, and much more.

Click to listen to the full interview. Note that this excerpt has been edited for readability.

Christopher Dwyer: For this week’s edition of The Future of Work Exchange Podcast, I’m thrilled to welcome Christy Forest, CEO and executive director at LiveHire, for a discussion about the current and future state of direct sourcing, the role of skills-based hiring, and the ever-decisive concept of total talent management.

Christy, you’ve been in our space for a long time and have first-hand knowledge and expertise in our industry. Things are evolving rapidly, particularly workforce technologies which are very transformative these days. What are your thoughts on the workforce solutions market in general?

Christy Forest: The workforce solutions market is constantly evolving. It is this intermix of technology and humanity and all these different players in the ecosystem. Today, we’re seeing some structural shifts in skills coming through. And that’s about as old as time in how often that occurs. However, what’s different is that everything truly happens faster. It’s all about agility for corporates. We experienced this with COVID-19 in such a short period where some companies boomed and others busted. Presently, even if hiring is down, it’s the opportunity to adopt approaches that ready you for the rebound.

Organizations just keep pedaling hard and fast. And the workforce solutions industry is evolving rapidly to keep pace with that. We’re at a moment where executives are asking how they can move faster and smarter and evolve their organizations in the face of such change. Looking at the workforce solutions market through the lens of technology, it’s about what gives you visibility and data for insight to make good decisions as well as what gives you candidate and staff engagement because the (candidate and employee) power has shifted forever. It’s not going back. I think about those three things — the insights from data for better decisions, the engagement, and the speed of outcomes — that’s agility. Executives who are thinking about how they’re transforming in the face of change and partnering across the ecosystem are experiencing the evolution firsthand.

CD: Let’s shift now to direct sourcing. Data, intelligence, agility, and scalability are all hallmarks of direct sourcing. LiveHire has been a direct sourcing pioneer for over a decade. Where are we at with direct sourcing from a place of technology, maturity, and the like?

CF: It’s certainly been interesting to see the maturity and the evolution. One of the great things is the convergence on the definition of direct sourcing, which is a milestone in many ways. Along with this is also the commitment to scale when undertaking direct sourcing — it is not solely about cost savings. Scaling is so important and powerful.

At LiveHire, we make data-driven decisions and consider how our technology faces off at scale and delivers outcomes. For one client, we built a talent community of nearly 100,000 candidates within a year. Achieving a powerful talent community gives you quality and scale. When thinking about direct sourcing at scale and how our technology faces off, we’re constantly interrogating our data and examining it at a precise level level — how to achieve stronger recruiter productivity and candidate experience. Doing so at scale is what leads to corporate results.

CD: Defining direct sourcing is not straightforward. Simply having a curation partner or technology to build talent communities is not enough for a successful direct sourcing program. You need more than that. How can businesses be truly successful at direct sourcing?

CF: You first need to focus on the fundamentals. Be clear about direct sourcing and that it’s more than redeployment in a small part of your talent program. It is leveraging your brand at scale. There are three legs of the stool widely discussed: technology, a curation partner, and an EOR. You must have those pieces of the puzzle. However, go the next step and be willing to engage the hiring managers and drive an expectation and commitment to the program to establish a priority window and help the organization feel confident as the talent pools build and scale. We have found that an MSP can be a very strong partner in this effort. TAPFIN leads and champions this for its clients and does it very well. Having that dialog and success conversation that’s led by the data and insights relative to the talent in the pools is vital. Those are the biggest factors we’ve seen.

CD: As we look at the future of direct sourcing, where does it go from here? And why does it go there?

CF: The future needed now is if you’re not doing direct sourcing using your brand and adopting it at scale, then start there. Create a world where stronger candidates fit with the organization as well as offer a better experience for the candidate and hiring manager — and do it with cost savings in mind. What evolves from that is more data and insight into the potential of your workforce. The question is how do we use this information to lift our competitiveness? This opens an opportunity for HR and procurement to come together in a powerful way to answer that question. Ultimately, you want to bring those answers to the executive committee and the board showing how direct sourcing increased the enterprise’s competitiveness by being smarter with the data available and knowing what needs development to win. Candidate pools, skills, and on-demand insights help lead that conversation. This ultimately takes us back full circle to where you’ve got agility.

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How Do We Define Direct Sourcing in 2024?

Uncategorized by Christopher J. Dwyer on 01/10/2024

In the realm of workforce management, the concept of direct sourcing has not escaped the fervor of its own hype machine. The question persists, though: what defines direct sourcing? What is its true “reality”? What “state” is direct sourcing in today, given the evolution of talent acquisition and extended workforce management?

There is no easy answer, unfortunately. The most interesting facet regarding direct sourcing is that the industry has not yet settled on a true definition; much like contingent workforce programs can be called such without a drop of automation or third-party support, direct sourcing often falls into the same spectrum. Even without a VMS, extended workforce platform, or MSP in place, businesses can state that their non-employee workforce programs are tried-and-true (and “end-to-end”) even in cases where additional attributes, particularly services procurement and SOW management, aren’t considered part of the overall initiative.

Misconceptions surrounding direct sourcing often center on the intricacies of its implementation and the true characterization of what qualifies as genuine “direct sourcing.” Does an enterprise curating its talent internally and channeling candidates into a talent pool truly embody direct sourcing as a core workforce strategy? To discern the essence of direct sourcing, we must explore its full spectrum, including segmentation, integration into primary recruitment streams, and the facilitation of talent nurture capabilities — which is where the question arises: is automation indispensable for it to be deemed a true, end-to-end program? Do enterprises require deeper talent technology stacks to ensure direct sourcing meets its potential as a talent acquisition gamechanger?

That question is a bit easier to answer. Event though direct sourcing stands apart as a workforce strategy that yields significant benefits even when its components are selectively harnessed, there is so much more value in the initiative when its fueled by next-level automation and an edge of talent acquisition transformation. While businesses prioritizing meticulous talent curation and the optimization of talent communities often find themselves equipped with top-tier candidates, particularly crucial in an era where experience and skillsets reign supreme, the truth is that the full potential of direct sourcing, especially in terms of talent nurture, referrals, and skills-based hiring, requires the incorporation of advanced capabilities facilitated by direct sourcing platforms, artificial intelligence (AI), and extended workforce automation.

Yet, challenges abound. Executive buy-in, functional collaboration, and recruitment disparities can impede the success of direct sourcing. It is crucial to recognize that talent curation alone is not a panacea, and merely applying direct sourcing-like processes to existing talent acquisition capabilities falls short. Enterprises must delve into the core motivations behind adopting direct sourcing and implement comprehensive measures for its end-to-end execution. Cost savings demand agile talent engagement and the seamless integration of talent pool/community candidates into existing recruitment streams, while an enhanced candidate experience necessitates placing AI and related technology at the forefront of every candidate journey, particularly in a mobile setting.

And, with skills-based hiring becoming a critical recruitment initiative for 2024, defining “direct sourcing” will entail converging multilayered strategies and solutions, along with progressive business thinking, into a seamless program that facilitates the next generation of hiring.

Harness Direct Sourcing and Talent Pools for Workforce Agility

Direct Sourcing by John Yuva on 12/11/2023

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 2023 unfolds.

With so many organizations yet to undertake this journey, it is imperative to revisit these guidelines for direct sourcing success:

A deep understanding of total enterprise skillsets is required. No matter the industry, each organization is comprised of a collection of skillsets that, in aggregate, contribute to how work is done. Direct sourcing programs thrive on “skillset intelligence;” without it, initiatives lose their flair. If hiring managers understand which skillsets are in abundance or in high demand and which will be needed in the near future, building initial talent attraction strategies will be much more effective.
Integrated procurement, HR, and talent acquisition competencies are necessary for early-stage direct sourcing. The capabilities of these three units are required for a direct sourcing program to succeed: 1) procurement’s influence will drive hard cost savings through talent channel optimization, 2) HR’s impact will guide hiring managers and stakeholders to engage the strongest candidates, and 3) talent acquisition will drive the strategic vision for how to source talent based upon current and expected needs.
Focus on both brand and experience. The employer brand can be powerful in today’s labor market; many candidates want to ensure that they work for organizations that share their cultural and societal values. Also, the omnipresent notion of the “candidate experience” should guide direct sourcing processes such that job recruits experience a positive journey no matter if they are merely sitting in a talent pool or actively engaged for an open position or project.
Segmentation is more valuable than it initially seems. Segmenting talent pools may seem like a basic strategy; however, it can pay incredible dividends. Talent pool segmentation, be it via geography, compensation, skill, remote or in-person, certification, etc., allows hiring managers to quickly focus in on the talent required for a highly-complex project or initiative. Taking the time during the front-end of the direct sourcing process to segment talent pools can be hugely impactful to the overall program.
In direct sourcing, selecting and utilizing the right solutions is job one. The inherent power of today’s contingent workforce, human capital, and digital staffing solutions provides enterprises with the ability to automate crucial aspects of talent pool development and integrate these sources into the business’ broader talent acquisition processes. MSP solutions, VMS technology, and direct sourcing platforms all contribute to create a human- and technology-led direct sourcing program, helping to launch the initiative and ensure that all hiring managers have the ability to quickly access available talent pools.

The Reality (and Future) of Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 11/01/2023

In the ever-evolving realm of workforce management, every “hot” topic comes with its fair share of buzz. Yet, amid the hype machine that often surrounds emerging strategies, the question arises: does direct sourcing fit the mold, or is its true significance more profound than the proclamations of technology providers, executive leaders, and industry pundits (like us!) over the past few years suggest?

One of the primary challenges in understanding the true impact of direct sourcing revolves around the complexities inherent in such a program and the precise definition of genuine direct sourcing. Do enterprises that meticulously curate their talent and channel candidates into a talent pool truly encompass direct sourcing within their core workforce strategies? Does a comprehensive approach to direct sourcing, encompassing segmentation, integration into primary recruitment streams, and the facilitation of talent nurture, necessitate automation to earn its place as a cornerstone program?

Direct sourcing, as it turns out, is unlike any other workforce strategy. Even its individual components, when harnessed effectively, can yield substantial benefits. Companies that prioritize in-depth talent curation and the optimization of talent communities frequently arm themselves with top-tier candidates in an era where experience and skillsets reign supreme. However, to propel attributes such as talent nurture, referrals, and skills-based hiring to the forefront of a global hiring strategy, more advanced capabilities—particularly those enabled by direct sourcing platforms and artificial intelligence—are essential.

Yet, challenges persist. Executive buy-in, functional collaboration, and recruitment disparities can impede the success of direct sourcing initiatives. Talent curation alone does not offer a panacea, nor does merely applying direct sourcing-like processes to existing talent acquisition capabilities. Enterprises must look to the driving forces behind direct sourcing adoption as motivation to implement the necessary end-to-end measures. Cost savings demand agile talent engagement and the direct integration of talent pool/community candidates into existing recruitment streams. Enhancing the candidate experience mandates that AI and related technologies, especially in a mobile context, are central to every candidate’s journey.

The Future of Direct Sourcing: A Transformational Shift

The world of work and talent has undergone a profound transformation. Outdated talent acquisition strategies are no longer sufficient in the pursuit of high-quality, deeply-aligned, and agile workers. In a business landscape characterized by flexibility and innovation, direct sourcing has emerged as a potent, multi-faceted initiative. It has the potential not only to revolutionize the way enterprises find the talent they need but also to redefine the very essence of talent engagement.

As we move into 2024, direct sourcing programs, bolstered by end-to-end automation, are set to flourish. This resurgence is driven by the impact of omni-channel talent acquisition, where enterprises leverage a variety of talent sources to create flexible talent communities. In an environment more open to total talent management than ever before, direct sourcing could be the transformative strategy that reshapes the talent acquisition landscape.

Direct sourcing has seen its share of hype in recent years, particularly in the aftermath of a global health crisis that forced enterprises to reevaluate their talent acquisition methods and seek real workforce scalability—something that direct sourcing delivered in abundance. As the future continues to unfold, with external factors influencing business operations, direct sourcing will demonstrate its enduring value as a foundational talent acquisition strategy that also serves as a talent sustainability engine, solidifying its role in the workforce management landscape of tomorrow.

Talent Sustainability and Workforce Scalability: The Hallmarks of Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 10/25/2023

When we think of “sustainability,” it often brings to mind the idea of businesses operating in a way that benefits the environment, the broader community, and society at large. However, in the realm of the workforce, sustainability takes on a different meaning. It’s about a business’s capacity to maintain a self-sustaining ecosystem of talent by adeptly tapping into dynamic talent sources and channels. Direct sourcing, with its multifaceted intricacies, plays a pivotal role in this concept of talent sustainability.

Through the strategic application of direct sourcing methods and technology, along with the continuous upkeep of internal talent communities and talent pools, companies can construct a seamless pathway towards talent sustainability. By harnessing workforce solutions like extended workforce technology and Vendor Management Systems (VMS), by optimizing direct sourcing avenues, by tapping into next-generation innovations like artificial intelligence, and by fostering both private and public talent communities, organizations can establish self-replenishing reservoirs of talent that serve several critical purposes:

Adapt to the ever-changing skill requirements across the enterprise, in alignment with product development and the evolving needs of the organization.
Reflect the existing expertise and skill sets within the enterprise that can be harnessed for real-time deployment.
Empower hiring managers and other talent-focused leaders to employ nurturing and candidate experience strategies, ensuring that all networked workers remain open to reengagement for new or ongoing projects and initiatives.

In scenarios where significant skills gaps or a shortage of high-impact expertise occur, the concept of talent sustainability becomes a crucial ally for organizations. It enables them to create self-sustaining ecosystems of candidates who can be flexibly and promptly mobilized to address the ever-evolving demands of the global business landscape.

Scalability, much like sustainability, is a coveted objective for modern enterprise functions, offering businesses substantial rewards when they can expand their processes and strategies. In the realm of talent acquisition and human capital management, scalability assumes fresh importance, particularly in the wake of a global health crisis that thrust many organizations into the uncharted waters of aligning workforce depth with the unpredictable fluctuations of the market.

Within the context of direct sourcing, scalability encapsulates two distinct concepts:

Optimizing direct sourcing processes. This involves enhancing direct sourcing processes through seamless internal integration and end-to-end automation, allowing the strategy to be seamlessly applied to hiring initiatives across the entire organization.
Extending the value of direct sourcing. It also entails harnessing the undeniable value of direct sourcing to dynamically scale the workforce in response to internal and external factors.

When executed effectively, direct sourcing influences both FTE nd non-employee hiring. This means that enterprises can capitalize on talent communities, talent pools, and robust talent nurturing capabilities to swiftly expand their workforce in alignment with their specific needs…something is incredibly desired in today’s frenetic and evolving business landscape.

The Power of the Company Brand in Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 10/02/2023

One of the hallmarks of direct sourcing that is sometimes lost in the aura of its growth is the link between its strategic innerworkings and an organization’s corporate brand. In fact, leveraging company branding in external communications, job portal/job board development, and ongoing candidate communications is a crucial piece of a Best-in-Class direct sourcing program.

According to Ardent Partners and Future of Work Exchange research, nearly 75% of businesses state that the ability to leverage their brand has been a value-added aspect of direct sourcing. In a candidate-driven market (and with the candidate experience as a top-of-mind focus for talent acquisition, HR, and other leaders), an employer’s brand is often a first impression for potential workers. Companies that are socially, ethically, and environmentally responsible, and those that are known for positive effects on the community, can typically draw high-end talent to branded job portals/job boards (and other outlets) based solely on the power of their brand.

And, to boot, today’s direct sourcing platforms and solutions are not just conduits for end-to-end automation of talent pool development, talent nurture processes, back-end analytics, and Applicant Tracking System-enabled functionality, but also powerhouse marketing solutions that can revolutionize an enterprise’s brand (down to the colors and aesthetics of a company logo) and ensure that a job board or job portal reflects all the nuances of this brand.

Furthermore, these platforms empower organizations to craft a consistent and compelling narrative. They allow for the seamless integration of brand messaging, from mission statements and core values to visual elements like logos and color schemes. This unified brand presence across job portals and communications serves as a magnet for top-tier talent, as candidates are drawn to companies that not only offer promising career opportunities but also align with their own values and aspirations (and career goals).

Direct sourcing strategies have evolved into multifaceted programs that extend beyond recruitment and hiring. They function as potent instruments for enhancing and amplifying a company’s brand identity, ensuring that every touchpoint with potential candidates reinforces the organization’s values and mission. As the competition for talent intensifies, and as today’s labor market becomes even more volatile, harnessing the power of branding within direct sourcing becomes an indispensable strategy for attracting, engaging, and retaining the top-tier, Best-in-Class talent.

Direct Sourcing as a Paradigm Shift in Talent Acquisition

Uncategorized by Christopher J. Dwyer on 08/23/2023

Years ago, the powerful strategy now known as “direct sourcing” persisted as a reliable, yet overlooked, element of talent acquisition. Initially known as “contingent RPO,” a concept wherein Recruitment Process Outsourcing principles were extended to encompass the engagement of the extended workforce, this approach has now evolved into a cornerstone of contemporary workforce programs. Ardent Partners and Future of Work Exchange research in 2023 reveals that the significance of direct sourcing as an effective talent acquisition and workforce strategy is finally being recognized and embraced within the post-pandemic business landscape.

Stepping back to the cusp of 2020, before the world was compelled to retreat into shelter due to a global health crisis, “direct sourcing strategies” and “talent pools” had emerged as the top two priorities for businesses seeking to fortify their contingent workforce and talent acquisition initiatives. At that juncture, the concept of direct sourcing remained relatively niche, taking root in fewer than 10% of organizations. Fast forward to today, and the landscape has transformed. Nearly 30% of businesses across the globe have harnessed the power of a genuine direct sourcing program, with a noteworthy 17% of these enterprises entering the realm of “maturity” in terms of program duration (longer than two years). In a parallel vein, close to 10% of organizations have integrated direct sourcing into their strategies within the past two years. These statistics validate that the anticipation and momentum surrounding direct sourcing in 2020 were not mere hyperbole, but rather indicative of a seismic shift in talent acquisition that has overturned traditional candidate engagement and sourcing paradigms.

However, the story is even more nuanced. A compelling 52% of today’s businesses incorporate facets of direct sourcing into their larger talent-led initiatives without establishing full-fledged programs. This translates to a strategic embrace of specific components of direct sourcing, like talent curation or the development of talent pools, even before embarking on complete end-to-end programs that encompass all phases of the sourcing cycle. This incremental adoption signals a positive trend—a growing number of enterprises are recognizing the tangible value and manifold benefits of direct sourcing. This realization serves as a harbinger, pointing toward the full-scale implementation of comprehensive programs in the not-so-distant future.

The insights gleaned from Ardent and the Future of Work Exchange‘s Direct Sourcing 2023: Scalable Processes, Sustainable Talent research study resonate with a resounding chord: the dynamics of direct sourcing and its accompanying technologies have taken center stage in the evolving Future of Work landscape. As organizations steer through the challenges and opportunities posed by the contemporary business environment, the transformational potential of direct sourcing becomes increasingly apparent. This isn’t just about talent acquisition; it’s about a fundamental redefinition of how businesses access, engage, and nurture talent—propelling them forward into a new era of workforce strategies.

In essence, what started as an offshoot of contingent workforce management has now emerged as a powerful beacon illuminating the path forward for talent acquisition and workforce management. Direct sourcing isn’t just a strategy; it’s a paradigm shift, reshaping the very foundations of how businesses navigate the intricate world of talent acquisition. As this evolution continues, businesses that embrace direct sourcing stand poised to harness its potential to its fullest, driving their own transformation and thriving within the dynamic landscape of the Future of Work.

Improving the Impact of Direct Sourcing: Driving ROI Through Dynamic Talent Strategies

Direct Sourcing Events by John Yuva on 07/31/2023

In today’s frenetic business climate, there are many factors that can prohibit the modern enterprise from succeeding. Perhaps the largest of these is the major skills gap that exists within a majority of businesses today, and the inability to support critical projects and initiatives with the necessary expertise. The past three years have marked a significant shift in the world of talent acquisition, with a global pandemic setting the stage for a complete transformation of the workforce. Amidst economic uncertainty and the need to navigate uncharted waters, organizations have come to realize that finding, engaging, and deploying top talent is no longer just an advantage, but rather a critical imperative.

Direct sourcing has emerged as the most viable and powerful of talent engagement strategies to boost the depth and quality of talent, enhance skills pipelines, and contribute to forward-looking talent acquisition initiatives. While direct sourcing programs remain the “hottest” of strategies today, there is a question of how to improve their ROI and enhance the overall value that direct sourcing brings to the contemporary organization.

Join Ardent Partners’ SVP of Research, Christopher J. Dwyer, along with LiveHire’s Executive Vice President, Karen Gonzalez, as they discuss the landscape of direct sourcing today and how it fits into 2023’s Future of Work-led business arena. Gonzalez and Dwyer will unveil strategies for improving the overall ROI of direct sourcing and how to position programs to succeed, and thrive, in the months and years ahead. Click here (or below) to register for next week’s exclusive event.

Scalability, Sustainability, and Direct Sourcing

Direct Sourcing by Christopher J. Dwyer on 07/12/2023

This month, Ardent Partners and the Future of Work Exchange will publish its landmark Direct Sourcing 2023: Scalable Processes, Sustainable Talent research study. Today’s article is a sneak peek of the report, which is sponsored by Opptly and WorkLLama.

The phrase “sustainability” typically elicits thoughts of an enterprise operating in a manner that positively affects the environment, general community, or society. In the workforce arena, however, sustainability translates into the ability for businesses to sustain their own ecosystem of talent through the agile utilization of dynamic talent sources and channels. Direct sourcing and its many inner workings fit firmly into this concept of talent sustainability.

By utilizing direct sourcing methods and technology (and, subsequently, executing consistent maintenance of internal talent communities/pools), businesses are able to build a more seamless bridge to talent sustainability. By leveraging workforce solutions (such as extended workforce technology, VMS, etc.), direct sourcing channels, and both private and public talent communities, etc., self-sustaining outlets of talent allow enterprises to

Better align evolving skills requirements across the enterprise given product development and the progression of the greater organization.
Enhance the ways existing expertise and skillsets across the enterprise can be leveraged for real-time utilization, and;
Allow hiring managers and other HR/staffing executives to leverage nurture and candidate experience strategies to ensure that all networked workers are amiable and open to reengagement for new and/or continued projects and initiatives.

With the frequent occurrences of major skills gaps or a lack of high-impact expertise, the notion of talent sustainability can assist organizations in generating self-sustaining ecosystems of candidates who can be leveraged in an agile and on-demand manner to meet the evolving needs of global business.

Scalability is often a goal for many modern enterprise functions, as businesses that can scale processes and strategies reap much value. In the world of talent acquisition and human capital management, scalability takes on new meaning… considering that a worldwide health crisis launched many organizations into the new and uncharted territory of aligning workforce depth with fast-shifting market dynamics.

Regarding direct sourcing, scalability translates into two distinct ideas:

Amplifying and enhancing direct sourcing processes via harmonious internal synergies and end-to-end automation so the strategy can be applied to hiring initiatives across the greater organization
Harnessing the undeniable value of direct sourcing to effectively scale the workforce as internal and external factors dictate
When properly implemented and utilized, direct sourcing has an impact on both FTE and non-employee hiring, meaning that businesses can leverage talent communities and talent pools, as well as deep talent nurture capabilities, to quickly scale their workforce as they see fit.

The Direct Sourcing 2023: Scalable Processes, Sustainable Talent market research study publishes later this month.

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