More and more companies are using direct sourcing to improve the process of acquiring new and pre-identified talent. This method relies on organizing a talent community of skilled, invested contingent workers gained from talent curation and known populations then communicating with them directly without the use of a third-party staffing agency (i.e. newsletters, events, social platforms, etc.) so they can form a relationship with the company’s brand. It is important to curate these talent pools so the candidates included are always effective in meeting what the company is looking for in their next hire. 

Direct sourcing is not just a simple convenience; it is a robust talent sustainability engine that can prepare companies for the challenges of tomorrow. These include labor scarcity and increasing cost of employment. Other top benefits of leveraging direct sourcing are more quality candidates, faster hiring times, and greater candidate diversity. These improvements also improve the candidate experience and strengthen the employer brand with companies interacting more with candidates throughout the process, helping to build stronger connections. 

Direct sourcing can lead to higher return on investment (ROI) as well when those hired for contingent work become permanent employees. When direct sourcing populations are used to fill permanent positions, this can enhance the population in labor categories where there are more forecasted needs, further optimizing ROI. Direct sourcing is a productive talent acquisition strategy that effectively addresses the rise of the contingent workforce and finds the right candidates for companies more efficiently.