8 Steps to Direct Sourcing Recruitment

The direct sourcing recruitment model is suitable for every type of employer, no matter whether you are acquiring a flexible workforce on a rolling contract basis, or trying to fill a niche position. 

This involves partnering with a reliable talent pipeline organization to facilitate direct access to highly experienced and upcoming professionals.

At High5, we oversee an international pool of talent, with every candidate being vetted by experts. As a result, employers can receive quicker access to an array of talented individuals for a streamlined approach to recruiting. 

While partnering with a third party is the best way to conduct a direct sourcing strategy, there are a few ways that you can implement the model within your regular human resources or recruitment team. 

In this blog post, we will outline the best direct sourcing tips for use in the recruitment process, and explain the benefits you can expect to receive. 

What does direct sourcing recruitment mean?

Direct sourcing recruitment is the act of using a professional organization, such as High5, to source suitable candidates for your company’s vacancies. 

We work with your brand to leverage an existing pool of talent for fast and effective recruitment. Hiring companies can then access this global talent network for efficient and fast communication with suitable candidates. 

When utilized properly, direct sourcing recruitment can help businesses assess a range of qualified candidates, both passive and active, through proactive self-promotion. 

Direct sourcing recruitment tips

There are ways to build up an independent pipeline, though this can be difficult to manage without a third party. 

Therefore, it is essential that you effectively plan your direct sourcing recruitment process and continuously track your metrics using KPIs. This will show you how the direct sourcing model is benefitting your company, while also making you aware of any areas that are in need of improvement. 

The tips and tricks listed below will help to streamline your recruitment process when implementing a direct sourcing strategy. These include the following:

Separate sourcers and recruiters

Sourcers proactively create opportunities by reaching out to prospective candidates. This differs from recruiters who assist actual applicants during the hiring process. Recruiters keep applicants informed about interview dates while signposting them to relevant people should they have further questions. 

By separating the two, you are more likely to deliver a streamlined service. Sourcers make the initial connection before presenting the candidate to the recruiter, who then becomes responsible. This optimizes the efficiency of the process, as sourcers can remain focused on harboring new talent. 

Create a sourcing strategy

Effective direct sourcing is only possible if everyone involved is on the same page. This means developing a strategy that ensures every sourced individual is suitable for the job role. 

Contact those who will be working with the prospective candidates, such as hiring managers or HR teams. Create a shared vision of what your ideal candidate is like. Note any skills, values, and qualifications that are essential, and list desirable qualities too. 

Next, revise methods of sourcing that are relevant to your ideal candidate. For example, social sourcing would be most compatible to fill a freelancer role. Reach out to suitable candidates as you go, but trial different searches and keywords until you have a decent-sized talent pool. 

Use your existing database

Enable existing employees to progress by filling roles internally. This can be done by sending out an email to staff for self or peer referrals. Utilizing your existing database means that applicants have already been vetted and have experience working for your company. 

Use social media

Sourcing via social media is a free and easy way to access talented individuals. Platforms, such as LinkedIn, are tailored for individuals seeking to share their skills and professional experiences. 

Using the search bar, you can simply search for skills and locations to find fitting candidates. There is also a message option that you can use should the individual be suitable for a job position. 

LinkedIn also enables you to keep tabs on the individual by ‘connecting’ with them. Building up your connections is a great way to monitor a growing talent pool.

Shortlist candidates

A common mistake in direct sourcing recruitment is offering a job to the first suitable candidate. One of the main benefits of direct sourcing is accessing high-quality talent that meets the role requirements. Therefore, all candidates considered will be of a high standard, especially in comparison to candidates who have applied traditionally. 

As research shows that 42% of traditional job applications are by underskilled people, direct sourcing lets you be picky. Shortlist the best applicants to find someone that will thrive in the role!

Develop a sourcing pipeline

Many employers are turning to contingent workforces to cope with the need for flexibility in the current market climate. Developing a sourcing pipeline enables companies to have a steady flow of talent that they can dip in and out of whenever they need. 

This shortens the time it takes to fill vacancies and produces a streamlined recruitment process. 

Use the right tech

Look into automation tools and candidate relationship management (CRMs) to add efficiency. Automation can not only speed up the hiring process, but can also develop a deeper match between the candidate and employer. After interviews or skill tests, the data will automatically be compared to other applicants to establish the most suitable candidate. 

With High5, the right tech is already implemented for increased agility. With an easy-to-use CRM and embedded automation, you can focus your energy on the personal side of facilitating a match. This will save you essential time and money!

Track metrics

Make sure to monitor your progress by tracking metrics against KPIs. This will point out areas that need improving for optimized direct sourcing recruitment. The best KPIs to measure include:

• Time to fill. 
• Sourcing channel efficiency.
• Cost per hire.
• Quality of hire (retention and success rate).

Summary

This guide to direct source recruitment will help facilitate positive changes to your hiring process, increasing efficiency. To further enhance these benefits, partner with High5 for in-depth access to a global network of qualified, expertly vetted individuals today!