Over the past three years, direct sourcing has dominated discussions across the world of talent and work, and rightfully so: it was a top priority for enterprises leading into the pandemic. During the first year or so of the crisis, businesses realized the workforce scalability and candidate experience enhancement inherent in direct sourcing programs.
Diversifying and expanding talent sources has become a critical element of this evolving world of work. Not only do businesses require the ability to directly source talent by transforming their operations into internal recruiting agencies, but they can also leverage their workplace culture, employer brand, and other organizational attributes to attract the best-fit talent and expertise.
This, of course, plays directly into the concept of “omni-channel talent acquisition,” in which hiring managers and recruiters (and, to a larger extended, the enterprise HR and talent acquisition functions) leverage real-time, on-demand talent culled from a variety of both digital and traditional sources, particularly digital staffing outlets, talent pools and talent communities, talent marketplaces, social media, and expert networks.
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