Employers are always looking for efficient ways to attract new talent to their business networks. It comes as no surprise that in 2024 the secret to effective direct sourcing lies within the cultivation of talent pools. This is done by ensuring that candidates initially meet the criteria that are essential to completing daily tasks associated with the roles being advertised.
Furthermore, the idea of creating competitive talent pools that give way to the best candidate for vacant roles is always ideal for those seeking a positive return on investment. Developing mechanisms to attract and retain such talent should be considered at the creation stage of private talent-qualified, engaged contingent resources. This will not only protect the investment, but also provide companies with a system to revamp, educate, and train those they decide to work with. These exchanges are generally cultivated through newsletters, job alerts, events, social platforms, professional networking sites, and industry-specific forums.
As research concludes, when optimizing the acquisition of new and pre-identified talent 60% of large companies are using or plan to use a direct sourcing program. These programs not only save businesses money, but they automate the prioritization of curated talent and distinguish known populations of job seekers. This allows companies to remain focused on the relevant talent needs that will lead to the best results towards their goals and objectives. Other leading top benefits of direct sourcing include quicker cycles, higher quality of talent and candidates, improved candidate experience, and improved diversity of candidates. Leaders in the Workforce Management landscape believe in the transformative power that direct sourcing has as a sustainability engine in foundational talent acquisition strategy.
Source: Atrium Global
