COVID caused a lot of uproar in all kinds of businesses. Several organizations lost their employees, hundreds of workers lost their jobs, and people lost hope. This pandemic’s only good thing was to create a demand for talent like never before. Companies have been advertising job vacancies for digital skills and factory work. Earlier the competition was between employees, talents, and abilities, but now the most significant competition is between employers.
Candidates who once worked a full-time job are now open to contingent employment. But what attracts these contingent workers? And how can one get the best talent onboard at a normal to less cost? Companies that are well-known draw a lot of laborers using their brand as leverage. The direct sourcing method is the best way to capitalize on a firm’s brand by reaching out to the contractors directly instead of initially communicating with third-party channels, such as staffing suppliers.
Let’s understand how direct sourcing benefits an organization when they are in need of hiring contingent workers.
BRIDGING THE GAP BETWEEN COMPANY AND WORKFORCE There is always a gap between the company and the contingent workforce. It is essential to bridge this gap for a better deliverable and long-term connection. The gap can easily be waived off with the help of an MSP. A Managed Service Provider beings in the non-employee workers and takes care of the processes when paired up with direct sourcing. Simultaneously, the MSP will handle advertising, messaging, and branding and manage the relationship between team members and employers.
USING BRAND AS LEVERAGE WHILE ADVERTISING There is more weight in the brand itself. It holds a lot of value for a team member. This means that the entire hiring that includes sending the message, advertising the job vacancy, posts on social media, and recruiters reaching out builds trust, value, and interest in the candidate, which attracts them faster than other kinds of opportunities. In such a competitive market, direct sourcing is the best way to get the top talents with those specific skills.
ACHIEVE DIVERSITY GOALS VIA DIRECT SOURCING Having a contingent workforce onboard automatically indicates that you are hiring employees from all around the world. Onboarding global candidates promote diversity and encourage more laborers to be interested in your job postings. Using a contingent workforce program like FlentisPRO assists in recruiting candidates from around the world without being biased. Having diverse kinds of employees brings versatility to work. Marketing campaigns work best when you have a diverse workforce.
It is essential to map out the strategy you apply in direct sourcing. You need to be clear on the information, such as the kind of labor you want to hire, the location you wish to hire from, the skills you need, and many more points. The previously mentioned pointers should be discussed within the group during planning sessions between recruiting and hiring managers. Even after successful onboarding, one must sit down with the existing analysis of the strategy and determine the success points, the areas of improvement, etc. This assists in keeping up with the ever-changing market.
Another better way to deal with analysis, reports, and other vendor-related stuff is to integrate a contingent workforce program. A VMS has plenty of beneficial tools for your business that assists with vendor management System, hiring and recruiting, document management, performance tracking, and talent pool curation, to name a few. And if you are looking for consistency, success, growth, and profit for your organization, then reach out to our email address info@flentis.com and await our revert in minutes.
Looking forward to connecting with you!