In today’s competitive talent market — where the rate of quits increased by 2.6 percent from April to May 2023 and employers are feeling pessimistic about talent availability in the next five years — companies that rely too heavily on traditional talent acquisition might find themselves missing out on top talent. This is because traditional talent acquisition often results in long and expensive hiring and onboarding cycles, a lack of visibility into candidate populations, and a failure to leverage the company brand to attract full-time and contingent talent.

Direct sourcing talent can help businesses save on recruitment costs while providing a talent pool full of pre-vetted candidates. It can go beyond simply a recruiting tool and become a strategic way of thinking for companies looking to get more out of their talent acquisition processes. Further, organizations that don’t embrace direct sourcing risk falling behind the competition. In a 2021 survey by Staffing Industry Analysts and LiveHire, 60 percent of respondents either strongly agreed or somewhat agreed that they would implement direct sourcing within two years.

Read the full guest-contributed article on Human Resource Executive to learn more about the benefits of direct sourcing and how to leverage it successfully.


Guest-contributed article written by: Maria Goyer, Chief Innovation Officer at Innovative Employee Solutions

Maria Goyer is the Chief Innovation Officer at Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions, specializing in global Employer of Record, Agent of Record and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC and partners with companies to provide compliant employment solutions that empowers people’s lives.

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