As the use of independent professional talent continues to grow, savvy organizations must find a way to directly engage this workforce in a faster, more cost-effective way. With nearly one-quarter of Full Time Independents planning on using an online talent platform to find work in the next year, organizations must offer an accessible, easy-to-use engagement platform in order remain competitive in today’s War for Talent.
To leverage this valuable talent pool, organizations should look to implement an enterprise-grade direct sourcing solution: a technology-enabled platform that takes both compliance and engagement needs into account. By direct sourcing from a vetted group of known independent professionals—a Preferred Talent Network—organizations can easily find, engage, and reengage talent with minimum compliance risk.
Direct sourcing enables businesses to quickly identify candidates for available opportunities using their own resources rather than relying on a staffing agency or consulting firm. Here are five benefits your organization can realize from implementing an enterprise-grade direct sourcing solution.
Organizations can build their own Preferred Talent Network as a way to shortlist independent talent and build direct working relationships. Having a centralized repository of vetted talent allows businesses to engage independents on an as-needed basis and leverage their network across multiple organizational divisions.
There are many time and cost savings associated with using an enterprise-grade direct sourcing solution, including: increased flexibility in talent acquisition, simplification of the compliance vetting process, and the ability to bring recruiter functions in-house.
Engaging independents on an as-needed basis minimizes the amount of time hiring managers need to spend on recruiting activities and increases visibility into the hiring process. This helps increase overall company output as well as levels of satisfaction and productivity among independents.
Ensuring independent contractors are properly classified can be quite a complicated process in and of itself. Utilizing an enterprise-grade direct sourcing solution and partnering with a firm that offers a trusted methodology for evaluating and engaging independent workers, such as MBO Partners, can help to mitigate or even eliminate misclassification issues.
By investing in programs and policies that prioritize the needs of independents, organizations can position themselves to become a Client of Choice—a preferred destination for self-employed professionals. Competition for top talent is increasing, and organizations that are positioned as the optimal client to work with will be able to attract and retain top talent.
In order to capitalize on these benefits and implement an enterprise-grade direct sourcing solution, organizations must first decide on the type of talent the program will be used for, how it will fit into their existing sourcing strategy, and customize evaluation criteria based on company needs and goals.
To learn more about how to create a robust direct sourcing engagement solution for your business:
Download MBO Partners Evaluating an Enterprise-Grade Direct Sourcing Solution
News and notes for independents and their clients. This is the June 27, 2016 edition.
The growth and innovation of the American workplace has outpaced the evolution of laws and rules. A modern solution is very necessary to (re)stimulate this innovation. With this in mind, this week, we released a proposal, the Certified Self-Employed (CSE) solution, to modify how the U.S. government classifies and regulates independent workers.