7 Direct Sourcing Best Practices in Talent Acquisition

Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers through direct sourcing best practices can bypass traditional recruitment channels and connect with top talent in a more personalized and efficient manner.  

Here are seven direct sourcing best practices to successfully implement direct sourcing as part of your talent acquisition strategy: 

1. Focus on Your Employer Brand 

    A strong employer brand showcases what makes your company unique and appealing, serving as a powerful magnet for skilled professionals seeking temporary, project-based and full-time work. Investing in your employer brand pays dividends in direct sourcing by reducing time-to-hire, improving the quality of candidates and enhancing candidate engagement. Moreover, it helps build trust and credibility with potential workers, making them more likely to choose your organization over competitors. 

    To build an effective employer brand, start by developing a compelling employer value proposition (EVP) that highlights the distinct advantages of working with your organization. This should encompass your company’s values, culture and the unique opportunities you offer. Consider factors such as flexible work arrangements, challenging projects and professional development opportunities. Communicate these elements clearly and consistently across your website, social media platforms, email nurture campaigns and other channels to create a cohesive brand image. 

    With 41% of companies expecting to increase their use of contingent workers, it’s important to ensure that your EVP applies to both your temporary and permanent employees. Have you formally defined the value proposition for contractors? Contingent workers are a part of your cultural DNA and deserve the same experience as full-time workers. It may help to shift from using the term EVP, which implies the value is only experienced by those you employ directly, to using Worker Value Proposition (WVP) to make it more inclusive. Direct sourcing can help that drive that connection to the employer brand —regardless of classification. 

    2. Implement Robust Technology 

      Technology forms the second cornerstone of successful direct sourcing, providing the essential infrastructure for implementing and optimizing sourcing strategies. In fact, the effectiveness of most of our direct sourcing best practices hinges on the availability and proper utilization of advanced technology tools.  

      Look for solutions that offer AI-powered matching capabilities, which can dramatically improve the speed and accuracy of candidate selection. For example, PeopleScout’s Direct Sourcing is a tech-powered solution that helps you rediscover candidates who are already in your candidate database with the use of AI. Affinix™, our proprietary talent acquisition suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted score for each candidate (based on previous job titles and experience, skills profile and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply.  

      We can also use our AI smart search technology to tap into 1.3 billion candidate profiles across multiple external talent databases. This vastly expands your access to talent by identifying strong candidates within seconds of opening a new job requisition.  

      In addition to outbound channels, PeopleScout’s Direct Sourcing offers technology solutions for inbound sourcing channels including custom careers sites, internal job portals, expression of interest forms and programmatic advertising.  

      In addition to sourcing capabilities, prioritize platforms with robust automation to reduce manual tasks and free up your team to focus on strategic initiatives. Don’t forget comprehensive analytics to help you continually refine your sourcing strategies, identify trends and measure your efforts.  

      3. Create Segmented Talent Pools 

        Creating segmented talent pools is a crucial strategy in effective direct sourcing, allowing organizations to target their efforts more precisely and efficiently. By developing and maintaining pools of both permanent and contingent talent based on skills, experience levels and job types, companies can quickly identify and engage the best candidates for specific roles or projects.  

        This targeted approach allows for more personalized engagement strategies, tailored communication and faster matching of candidates to opportunities. Through analytics you can develop an understanding of each talent segment’s unique needs and motivations, allowing you to refine your value proposition for different groups. Ultimately, segmented talent pools build stronger connections with candidates, improving the quality of hires and the efficiency of your direct sourcing program. 

        4. Develop Talent Engagement Strategies 

          Once you’ve established distinct talent segments, it’s essential to develop and implement engagement approaches that resonate with each group’s unique characteristics and preferences. This personalized approach ensures that your communication is relevant, timely and effective, increasing the likelihood of attracting and retaining top talent for your organization. 

          Implement a robust CRM and recruitment marketing engine to streamline and automate these engagement processes, allowing for consistent and personalized interactions at scale. Regularly provide updates, feedback, and relevant information to keep candidates engaged and interested, fostering a sense of connection with your organization even before a specific opportunity arises. Your engagement strategy should also span social media, networking events, relevant online platforms, industry associations and SMS to keep your talent pools informed about opportunities and foster connection. 

          This approach not only helps you cultivate a diverse pool of specialized talent but also positions your organization as an attractive option for skilled professionals. By maintaining active engagement with passive talent, you create a ready pipeline of qualified candidates, enabling you to quickly scale your workforce and access a broad spectrum of skills and expertise when needed. 

          5. Focus on the Candidate Experience 

            In the realm of direct sourcing best practices, a positive candidate experience not only enhances your organization’s reputation but also increases the likelihood of successful placements and repeat engagements. Regardless of whether a candidate is up for a permanent or contingent role, they’ll be expecting a mobile-first, streamlined, informative and engaging process from initial outreach through placement. 

            Focus on transparency and communication throughout the sourcing process. Provide clear, detailed job descriptions and requirements, offer insights into your company culture and set realistic expectations regarding timelines and next steps. A tech-powered solution will feature automation that ensures candidates receive timely responses to their applications and inquiries.  

            By prioritizing a positive candidate experience, you not only improve your chances of securing top talent but also build a strong employer brand that attracts high-quality candidates to your talent pools over time. 

            6. Optimize Direct Sourcing Performance 

              Measuring and optimizing the performance of your direct sourcing program is crucial for long-term success and continuous improvement. To effectively gauge the impact of your efforts, it’s essential to track key metrics that provide insights into various aspects of your sourcing strategy such as time-to-fill, quality of hires, cost per hire, candidate engagement rates and source of hire. Additionally, monitor the size and quality of your talent pools, the effectiveness of your engagement strategies, and the overall satisfaction of both candidates and hiring managers.  

              Regularly analyzing these metrics will provide a comprehensive view of your direct sourcing program’s performance and highlight areas for improvement. For instance, if you notice a particular talent pool consistently yields high-quality candidates with shorter time-to-fill rates, you might allocate more resources to cultivating that segment. Similarly, if certain engagement tactics result in higher response rates, you can refine your communication strategies accordingly.  

              Continuously refining your approach based on performance data ensures that your direct sourcing program remains agile and effective, adapting to changing market conditions and organizational needs. Remember, the goal is not just to collect data, but to translate these insights into improvements. 

              7. Consider Outsourcing to a Talent Partner 

                While implementing a successful direct sourcing strategy can yield a competitive edge, it requires substantial resources, expertise and ongoing management. This is where a total talent solutions partner can be a game-changer for organizations.  

                Outsourced total talent solutions providers who offer recruitment process outsourcing (RPO) and managed service programs (MSP) have the advantage of scale and specialization. They continuously invest in the latest sourcing technologies, stay abreast of market trends and refine their strategies based on data from multiple clients across various industries. This expertise enables them to build and manage segmented talent pools more efficiently, implement sophisticated engagement strategies and deliver an outstanding candidate experience.  

                Moreover, a partner brings consultation to a direct sourcing solution. By evaluating the skills gaps in your organization in line with your anticipated demand, a talent partner can help you develop more formal workforce planning to keep you ahead of the curve. Direct sourcing can play a major role in pipelining talent so you can tap into it at the right time. 

                This approach not only saves time and costs from staffing agencies, but it also provides access to a broader and more diverse talent pool, enhances employer branding efforts and improves the quality of hires. Ultimately, partnering with a provider to help execute direct sourcing best practices enables organizations to achieve better results faster, positioning them to combine approaches for contingent and permanent talent acquisition management and take steps toward total workforce management. 

                Direct Sourcing

                Direct Sourcing by PeopleScout

                PeopleScout’s Direct Sourcing is a tech-powered solution for engaging top talent for permanent and contingent roles, while leveraging the power of your employer brand. We lay the framework for a sustainable total talent strategy by proactively creating a pipeline of freelance, temporary and permanent talent from your existing database combined with our global reach of 1.3B candidate profiles.

                Download this fact sheet to learn more.

                Learn more about PeopleScout’s Direct Sourcing solution.

                Dig into More Talent Insights

                7 Direct Sourcing Best Practices in Talent Acquisition
                Articles

                7 Direct Sourcing Best Practices in Talent Acquisition

                Direct sourcing is a pivotal strategy in talent acquisition that empowers organizations to proactively identify, attract and engage top talent. With the growth of the gig economy and blurring of lines between full-time and temporary employment, workers who traditionally seek full-time employment are increasingly willing to take up temporary placements—and vice versa. Organizations that create…

                Direct Sourcing
                Fact Sheets

                Direct Sourcing

                Direct Sourcing by PeopleScout PeopleScout’s Direct Sourcing is a tech-powered solution for engaging top talent for permanent and contingent roles, while leveraging the power of your employer brand. We lay the framework for a sustainable total talent strategy by proactively creating a pipeline of freelance, temporary and permanent talent from your existing database combined with…

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing
                Case Studies

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                Situation  This Australian radiology network operates in 270 clinics, employs over 350 doctors and 4,000 staff and performs over six million patient procedures a year, making them one of the largest medical imaging providers in the world. The organization needed to hire high-volume, critical healthcare roles across both metropolitan and regional locations, but they were…

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                Direct Sourcing

                Overcoming Healthcare Talent Shortage with Tech-Powered Direct Sourcing

                An Australian radiology network sought PeopleScout’s Direct Sourcing solution after two acquisitions expanded their geographical footprint, making it increasingly difficult to fill critical skilled healthcare roles amidst a talent shortage and an imbalanced distribution of practitioners across regions.

                401 roles filled in just 5 months
                112 roles filled in remote locations
                33 locations supported
                83 % engagement rate on doctor campaign

                Situation 

                This Australian radiology network operates in 270 clinics, employs over 350 doctors and 4,000 staff and performs over six million patient procedures a year, making them one of the largest medical imaging providers in the world. The organization needed to hire high-volume, critical healthcare roles across both metropolitan and regional locations, but they were struggling because of the talent shortage across their newly expanded regional footprint. In addition to the unique talent challenges facing the healthcare sector globally—including employee burnout, widening skills gaps and rising demand among the aging population—the diagnostic imaging sector in Australia faces the additional challenge of ensuring staff distribution across metropolitan, regional and rural areas is proportionate to the population. Historically, most radiology workers have resided in metropolitan areas, creating a gap in rural locations

                Prior to engaging PeopleScout, the client used disparate, short-term solutions and lacked a single view of the skills within their existing workforce. They did not have a talent technology platform, but instead managed requisitions and candidate outreach efforts using Excel spreadsheets. Our team developed a Direct Sourcing solution to help the client overcome the healthcare talent shortage and meet their workforce goals in all locations.  

                Solution 

                PeopleScout augmented the internal recruitment team with Direct Sourcing for both contingent and permanent roles ranging from medical receptionists to radiographers, sonographers to IT personnel, by developing and implementing 360-degree talent sourcing and engagement strategy that included:  

                • Multi-Channel Sourcing: We deployed Smart Search, an Affinix™ tool that simultaneously scours multiple external databases, capturing and saving profiles that match desired skills and experience. 
                • AI-Powered Talent Rediscovery: Using artificial intelligence, we matched job descriptions to all candidates in the platform, generating a list of recommended candidates that were scored for suitability, based on industry experience, skills, previous job titles and management experience. 
                • Cutting-Edge Recruitment Marketing: Leveraging Affinix’s capabilities, we built an internal career site and external job portal. These engagement hubs allowed employees and candidates to explore openings, learn about different roles or submit expression of interest forms for hard-to-fill positions. 
                • Sophisticated Talent Nurturing: Candidates were segmented into talent pools by role and region, then added to customized, automated nurture campaigns. This allowed our client to engage or re-engage with active and passive candidates, alumni and referrals effectively. 
                • Data-Driven Insights: Custom Affinix dashboards provided real-time insights on the most active candidates, enabling the team to build automated drip campaigns that kept jobseekers engaged and interested. 

                Results 

                The impact of our tech-powered Direct Sourcing solution was swift and substantial. In the first five months following program launch, PeopleScout filled 401 roles for the radiology network across 33 locations, including every state and territory where the organization operates.  

                Some campaign messaging was role-specific—the campaign targeting 800 doctors had an engagement rate over 80%.  

                Other messages focused on the benefits of working in the more remote locations, highlighting the “perfect combination of a vibrant city life in a rural setting.” Of the roles filled, 112 were within these regional locations, where recruitment had historically been more difficult.  

                At a Glance

                • COMPANY: Radiology network
                • INDUSTRY: Healthcare
                • PEOPLESCOUT SOLUTIONS: Total Talent, Affinix
                • LOCATIONS: 33 locations across Australia and New Zealand

                What is Direct Sourcing? Why It Could Open the Door to Total Talent Acquisition

                The evolution of remote work has resulted in the growth of the gig economy and the blurring of lines between full-time and temporary employment. Workers who traditionally seek full-time employment are increasingly willing to take up temporary gigs—and vice versa. Organizations that create and nurture blended talent pools of both permanent and contingent workers can be more intentional with workforce planning to address skills gaps and diversity goals. Enter direct sourcing—a game-changing strategy that’s reshaping how companies approach talent acquisition.  

                By integrating direct sourcing into your total talent acquisition strategy, you can turn these talent pools into your strongest channel for growing your workforce, bringing forward pre-engaged talent. This results in faster hiring and improves overall organizational productivity. With direct sourcing, you can uncover hidden talent and gain a competitive edge in attracting top-tier candidates. 

                But what is direct sourcing, and why should talent acquisition leaders pay attention? In this article, we’ll delve into the importance of direct sourcing, it’s role in total talent management, its benefits, and the crucial role of technology in a direct sourcing solution.  

                What is Direct Sourcing? 

                First things first, what is direct sourcing anyway? Direct sourcing is a recruitment approach that leverages an organization’s employer brand and existing talent database to build and manage talent pools for both permanent and contingent positions. This method allows organizations to engage directly with potential hires, including former employees, retirees, referrals, interns, and even “silver medalists” and candidates who were runners-up in previous hiring processes. Unlike traditional methods that rely heavily on staffing agencies, direct sourcing creates a pipeline of freelance, temporary and permanent talent, reducing costs, improving hiring efficiency and allowing employers to take control of their hiring needs. 

                At its core, direct sourcing involves: 

                • Utilizing your employer brand to attract talent 
                • Creating and managing exclusive talent pools 
                • Proactively engaging with potential candidates 

                Direct Sourcing: The First Step to Total Talent Acquisition? 

                According to Everest Group, 46% of enterprises are actively exploring ways to combine approaches for contingent and permanent talent acquisition management, and 74% see direct sourcing as the way to do it. By sharing people, processes and technology across vacancy types through direct sourcing, organizations gain efficiency and get closer to total workforce management.  

                So, it’s no surprise that more and more organizations are choosing to outsource their direct sourcing program, either coupled with their Managed Service Program (MSP) or through a Recruitment Process Outsourcing (RPO) provider.  

                Partners like PeopleScout excel at direct sourcing, as their specialty lies in seamlessly integrating with client teams, leveraging the client’s employer brand to attract top talent. Plus, with a partner, you gain access to specialized technology for managing and curating talent pools, ensuring a streamlined and efficient process while still maintaining the benefits of direct engagement with potential hires. 

                The Benefits of Direct Sourcing 

                Direct sourcing offers numerous benefits that are driving its adoption among forward-thinking organizations. Let’s explore the top advantages: 

                • Faster Hiring Cycles: With always-on talent pools, direct sourcing can significantly reduce time-to-hire. By eliminating the need for a staffing agency and leveraging candidates who already exist in the ATS and CRM (and are familiar with your employer brand), direct sourcing puts engaged candidates at your fingertips. Having regular access to qualified candidates, referrals and former employees allows you to easily adjust to changing workforce needs. 
                • Greater Cost Savings: Direct sourcing can significantly reduce recruitment costs by minimizing reliance on staffing agencies and their associated fees. An RPO partner who can offer AI-powered sourcing and innovative ways to ensure smarter media spend can reduce your costs and maximize your ROI for direct sourcing.  
                • Higher Quality of Candidates: By leveraging your employer brand and creating curated talent pools, direct sourcing allows you to attract higher-quality candidates who are better aligned with your organization’s culture and needs. Through personalized engagement with candidates, RPO providers can gain a deeper understanding of their skills, experiences and motivations. Additionally, direct sourcing allows companies to build lasting relationships with top talent, creating a talent pool that can be tapped for future openings. 
                • Enhanced Candidate Experience: Direct sourcing means more personalized and human interactions, which improves the candidate experience. By engaging proactively with potential hires, you can provide a smoother, more informative process that reflects positively on your brand. 
                • Employer Brand Attraction: In a direct sourcing engagement, your RPO partner is an extension of your team, transforming your employer brand into a powerful tool in attracting top contingent and permanent talent. Direct sourcing allows you to showcase your company culture, values and opportunities through relevant and engaging touchpoints, helping you become an employer of choice.  
                • Access to Data & Insights: With extensive experience across job families and regions, RPOs are well suited to evaluate your unique recruitment metrics against market trends to enable data-driven decision making for your direct souring program. Detailed analytics help decode top talent behaviors and predict cultural fit, willingness to change companies and future tenure potential to improve hiring speed and accuracy over time. 
                • Improved Diversity: The targeted nature of direct sourcing means you can identify, select and engage candidates from various audiences to meet diversity goals.  
                • Improved Hiring Manager Experience: Direct sourcing provides hiring managers with better access to high-quality and diverse talent pools, freeing them up to focus on leading their teams instead of recruiting. 

                The Role of Technology in Direct Sourcing 

                While the concept of direct sourcing is powerful on its own, technology unlocks its true potential. Modern direct sourcing solutions leverage AI, multi-channel sourcing, communication automation and analytics to supercharge the approach. 

                When deciding on a direct sourcing solution, consider the following technologies: 

                • AI and Machine Learning: These technologies enable superior skills matching, connecting the right candidates with the right opportunities more efficiently than ever before. PeopleScout Direct Sourcing helps you rediscover candidates who are already in your applicant tracking system (ATS) with the use of AI. Affinix™, our proprietary talent acquisition suite, compares your job description against profiles in your database and identifies a list of the best candidates—whether they’re previous applicants, individuals who have filled out an expression of interest form for the role, or silver/bronze medalists from previous requisitions. You receive a weighted role suitability score for each candidate (based on previous job titles and experience, skills profile, and management experience) along with a written summary. Your hiring manager can then determine which candidates they want to pursue immediately, and which to add to a talent pool, where they’ll receive additional outreach before being invited to apply. 
                • Smart Search: In addition to your existing ATS, consider a direct sourcing solution that enables you to search across multiple external talent databases—such as LinkedIn and Indeed—simultaneously and save relevant candidate profiles into your own database. This helps you beat your competitors to hard-to-find talent and source more efficiently with a seamless experience for your hiring managers. AI can be applied to these candidates as well to identify strong candidates—passive or active, known or new to you—within seconds of opening a new job requisition. 
                • Multi-Channel Sourcing: To truly capitalize on your employer brand with your direct sourcing program, a multi-channel approach that leverages recruitment marketing to reach top talent is crucial. This includes custom career site and microsite development, for both internal and external job portals, expression of interest forms and programmatic advertising. This holistic approach will re-engage talent and excite them about your opportunities. 
                • Personalization at Scale: Your direct sourcing solution should feature recruitment marketing technology that helps you develop a series of automated targeted communication touchpoints to engage or re-engage with passive candidates, silver/bronze medalists, contractors, alumni and referrals. Personalized emails and automated drip campaigns will keep your brand top-of-mind. Use analytics from communication and nurture campaigns to access insight into which candidates are engaging most with your content and whether the content you’re distributing resonates with the candidate pool. 
                • Data-Driven Insights: For your direct sourcing program, insist on robust reporting and analytics capabilities. However, according to Everest Group, 52% of organizations who are considering direct sourcing cite the lack of technology integration between permanent and contingent tools as a challenge they are currently facing or anticipate facing. Integrating your existing VMS and ATS into one analytics platform is a must for total talent management in order to gain insight into both your permanent and contingent openings.  

                Conclusion 

                As the world of work continues to evolve, direct sourcing is poised to play an increasingly important role for organizations aiming to streamline their total talent acquisition processes and attract the best candidates.  

                As you consider implementing direct sourcing in your organization, remember that while the human touch remains invaluable, technology is a crucial enabler. Industry leading direct sourcing solutions are AI-powered, combining cutting-edge technology with expert talent curation and engagement strategies. 

                By embracing this approach, organizations can position themselves at the forefront of talent acquisition innovation, ready to attract and engage the best contingent and permanent talent in an increasingly competitive landscape. 

                MSP Upgrade Cuts Contingent Worker Hiring Pace by 50% for Food Producer

                MSP Upgrade Cuts Contingent Worker Hiring Pace by 50% for Food Producer

                Contingent Workforce

                MSP Upgrade Cuts Contingent Worker Hiring Pace by 50% for Food Producer

                PeopleScout helped this food and beverage employer smoothly integrate newly acquired locations while cutting time-to-fill rates nearly in half.

                885 Annual assignments
                84 Locations supported over three years
                50 % Reduction in time-to-fill

                Situation

                This food and beverage employer purchased three distributors in late 2022 and sought PeopleScout’s support with the transition as their managed service provider (MSP). They needed support integrating the new facilities into their vendor management system (VMS)—including manager access, incumbent supplier onboarding, and transitioning temporary workers in accounting and finance, administration, business and professional services as well as industrial and technical roles. The client had also implemented a new policy requiring workers on-site to be vaccinated for COVID-19 which they needed help enforcing with suppliers.

                The organization was utilizing an outdated and manual requisition request process, due in part to the fact that many industrial supervisors struggled with technology and spent most of their time on the production floor. This often resulted in missing information or other errors on the requisition requests, which required information gathering from the hiring manager, costing the team valuable recruiting time.

                Solution

                PeopleScout’s MSP team developed a technical solution that effectively integrated the newly acquired facilities, including a workflow that met hiring manager needs to keep the contingent hiring process moving smoothly. To improve access to the client’s VMS, PeopleScout facilitated a transition to a new single sign-on technology. Additionally, the MSP team developed an easy-to-use form to collect all necessary reacquisition information upfront, reducing time-to-fill.

                PeopleScout worked with the client to identify and implement several other process improvements. The team developed an onboarding documentation storage process to aid suppliers and expedite audits, as well as a supplier optimization process that removed 17 inactive suppliers. The employer also added supplier town hall meetings to address trends, market issues, changes to the program and more.

                The MSP team coordinated with all suppliers to ensure all on-site workers had received the COVID-19 vaccination and collaborated with managers to allow unvaccinated employees to work remotely. PeopleScout also established a new sourcing process to ensure that candidates being placed at corporate locations were up to date on vaccinations.

                Finally, PeopleScout began working with the client’s newly acquired facilities two months before the final sale to help make sure the locations were ready and that managers at the new sites were integrated into the organizations systems on the first official day of the transition.

                Results

                PeopleScout’s updates to the client’s program have eliminated a massive administrative burden on both suppliers and hiring managers. Leaders at the client’s new sites applauded the smooth integration into the new systems. The technology and process improvements led to a 100% compliance score and an overall reduced time-to-fill, with some finance and industrial roles seeing a 50% improvement.

                At a Glance

                • COMPANY: Food and Beverage Producer and Distributor
                • INDUSTRY: Consumer Goods
                • PEOPLESCOUT SOLUTIONS: Managed Service Program
                • LOCATIONS: 84 locations across North America
                • About the Client: This global leader produces and distributes some of the world’s most well-known food and beverage products across 19 countries.

                Serving Up a Winning Contingent Workforce for Sporting Events

                Serving Up a Winning Contingent Workforce for Sporting Events

                Hospitality Contingent Workforce

                Serving Up a Winning Contingent Workforce for Sporting Events

                PeopleScout helped a food service provider manage contingent labor hiring for large events, delivering 100% customer and supplier satisfaction.

                73,000 Annual assignments
                27 % Diversity spend, exceeding client goals
                645 k Dollars in cost savings
                100 % Customer and supplier satisfaction

                Situation

                This food service provider supports large public and sporting events at arenas and stadiums requiring thousands of contingent workers. In order to scale up and down to staff these peak season events and maintain their steady, day-to-day contingent worker staffing needs, the organization engaged PeopleScout as their managed service provider (MSP).

                Further, the client was also struggling to create detailed purchase orders for each shift of an event. Their vendor management system (VMS) was not set up to support shift timecards, creating an excessive burden on suppliers and managers to create multiple job postings, work order assignments and timecards.

                Solution

                PeopleScout’s MSP team developed a solution that allows the client to scale up and down to meet peak season needs and is managed by PeopleScout’s highly trained program specialist to provide a high-level of support. This peak season strategy includes proactive planning for high-volume large events, including weekly meetings with the PeopleScout team, the client and suppliers to provide market analysis and ensure that the client is able to fill essential roles for the events. PeopleScout also conducted a full-scale market rate analysis for all active job titles to inform candid conversations about competitive pay rates.

                PeopleScout is also working with the client to update their VMS to streamline the hiring manager, supplier, project manager and user experience. The new technology reduces manual tasks and provides more visibility into trends, spend, and overall program performance, so the client can operate more strategically.

                Finally, monthly audits of the client’s internal accounts payable systems are conducted to help manage compliance and onboarding requirements to mitigate risk, provide visibility and reporting, and manage quarterly performance.

                Results

                The updates to the client’s program have eliminated a massive administrative burden on suppliers and hiring managers, leading to 100% customer and supplier satisfaction. The PeopleScout MSP solution achieved a cost savings of more than $645,000, with additional cost savings expected following the full deployment of the new VMS. At one high-profile event, proactive strategy planning resulted in placement of over 3,000 contingent workers. As an added bonus, PeopleScout has exceeded the client’s DE&I goals, with 20% of suppliers considered diversity suppliers and a 27% increase in diversity spend.

                At a Glance

                • COMPANY: Food Service Provider
                • INDUSTRY: Food Service and Facilities Services
                • PEOPLESCOUT SOLUTIONS: Managed Service Program
                • ANNUAL HIRES: 73,000 contingent assignments annually
                • About the Client: This multinational food service and facilities services provider supports organizations across healthcare, business, hospitality, education, prisons and more.

                Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

                Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

                MSP for Manufacturing

                Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

                PeopleScout helped a leading door and window manufacturer achieve a $500K cost savings within twelve months of launching an effective MSP program. Plus, PeopleScout introduced Recruiter On-Demand™ to support an increase in demand for permanent recruitment, as part of a total talent solution.

                1,500 Annual contingent hires
                500,000 Dollars in cost savings in the first year
                250 Full-time hires over 11 months

                Situation 

                PeopleScout has partnered with this door and window manufacturer since 2017, providing Managed Service Provider (MSP) support for contingent talent solutions in the areas of light industrial, technology and professional roles. Initially, PeopleScout supported locations in the U.S. only, but in 2021 expanded into Canada, playing a key role in supplier vetting, contract negotiations, data collection and manager and supplier trainings.  

                The organization was also having challenges filling full-time roles, providing the opportunity for PeopleScout to supplement their contingent staffing support with our Recruiter On-Demand™ solution.

                Solution

                Over the course of this partnership, PeopleScout’s MSP team has made several technology and process improvements, including a vendor management system (VMS) transition, streamlined documentation requirements, a new approach for managing and improving supplier performance, and a candidate experience assessment.

                The team also collaborated with PeopleScout’s Recruiter On-Demand™ (ROD) team to conduct a discovery session to understand the primary areas of increasing demand for full-time roles. Together, the teams developed and implemented an ROD strategy, focused on ten primary locations. The ROD solution included a daily applicant tracker for client visibility into the talent pipeline, and marketing and employer brand support. PeopleScout’s recruiters sourced qualified candidates, who were then interviewed by the client’s hiring managers.

                The candidate experience assessment, conducted by PeopleScout’s technical solutions architects, identified opportunities to improve the look and feel of the organization’s careers site, particularly to appeal more to full-time candidates.

                Results

                The updates PeopleScout has made to the client’s technology and documentation processes have eliminated administrative burdens on both suppliers and hiring managers. The MSP solution achieved cost savings of more than $500,000 in the first year alone.

                PeopleScout also seamlessly integrated a Recruiter-On-Demand™ program to support full-time hiring needs, as part of a total talent solution for the door and window manufacturer. The ROD program generated 250 hires over just 11 months across the selected 10 locations.

                At a Glance

                • COMPANY: Door and Window Manufacturer
                • INDUSTRY: Manufacturing
                • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Managed Service Program, Total Talent
                • ANNUAL HIRES: 1,500 contingent hires and 250 full-time hires
                • LOCATIONS: U.S. and Canada

                Answering Your FAQs on MSP

                Answering Your FAQs on MSP

                Download this fact sheet to answer all your questions on managed service provider (MSP) solutions.

                Learn more about MSP from PeopleScout.

                Dig into More Insights

                Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution
                Case Studies

                Contingent Workforce Solution Opens the Door to a $500K Cost Savings & a Total Talent Solution

                Situation  PeopleScout has partnered with this door and window manufacturer since 2017, providing Managed Service Provider (MSP) support for contingent talent solutions in the areas of light industrial, technology and professional roles. Initially, PeopleScout supported locations in the U.S. only, but in 2021 expanded into Canada, playing a key role in supplier vetting, contract negotiations, data…

                The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps
                Research Report

                The Skills Crisis Countdown: The Clock is Ticking on Tackling Skills Gaps

                Our latest research shows a detailed picture of the current state of skills in the global workforce and how HR leaders are preparing for the impending skills crisis

                Inside the Candidate Experience
                Research Report

                Inside the Candidate Experience

                Download our free Inside the Candidate Experience report for the latest research exploring the disparity between candidate expectation and reality.

                PeopleScout Company Overview

                PeopleScout Company Overview

                Global talent solutions providing unmatched scalability to meet the professional, specialist, volume and contingent hiring needs of organizations of all sizes and sectors.

                Download this fact sheet to learn more.

                Learn more about PeopleScout’s award-winning talent solutions.

                Dig Into More Talent Insights

                Ultimate Recruitment Process Outsourcing Toolkit
                Toolkit

                Ultimate Recruitment Process Outsourcing Toolkit

                Our complete six-piece toolkit gives you the essential information on how RPO can boost your recruitment outcomes.

                Recruitment Process Outsourcing (RPO) Buyer’s Guide
                Buyer’s Guide

                Recruitment Process Outsourcing (RPO) Buyer’s Guide

                Check out this in-depth exploration of RPO and how it can help you achieve your recruitment goals.

                Global Hiring and Labor Market Trends Affecting Recruitment in APAC 
                Article

                Global Hiring and Labor Market Trends Affecting Recruitment in APAC 

                Check out these labor market trends in APAC and their effect on talent acquisition in the region.

                Connect More™: How PeopleScout is Elevating Your Connection to Talent 

                In a world where the talent market is constantly evolving, PeopleScout knows that cultivating deeper, more meaningful connections is imperative. Now, as we unveil a refreshed identity, we build on the service we’ve delivered for over 30 years, delivering more insights, more imagination and more integrity.  

                Connect More™ is our guiding principle. It reflects our unique approach that blends experience, insight and action to help employers build powerful connections with talent. 

                We’re redefining what it means to a be talent acquisition partner.  

                Too often we hear from clients about experiences they’ve had with other talent solutions providers in which one thing was said during the sales pitch only to have the stakes change once the ink was dry. Or times they’ve been forced into cookie-cutter processes that don’t support their unique needs. 

                That’s why at PeopleScout we strive to do the opposite. We believe in keeping promises. We believe that listening creates a better experience and leads to better outcomes. We’re not perfect, but if we mess up, we make it right. 

                We’re proud and humbled to say that this philosophy has led to some of the most enduring client relationships in the talent acquisition space—a testament to our commitment to creating connections that are truly meaningful. 

                PeopleScout’s refreshed brand is grounded in differentiators that drive tangible value for our clients:  

                Proven Delivery 

                For over 30 years, PeopleScout has built our services on integrity, building trust through transparent communication and a proven track record of success.  

                What That Means for You: 

                You get a talent partner like no other to help you tackle your workforce challenges—large and small. Plus, as part of the TrueBlue family of brands, we are uniquely positioned to handle complex talent programs like no other firm in the world. 

                Meaningful Connections 

                PeopleScout has the demonstrated ability to connect with the most sought-after talent. From software engineers to neonatal nurses.  From Seattle to Singapore. 

                What That Means for You: 

                Our global delivery centers offer talent solutions across North America, EMEA and APAC, meaning we can grow with you as your needs change.  

                Talent Advisory 

                With one of the largest in-house talent advisory teams in the industry, we’ve got a wide range of experience with talent audiences across industries, skill sets, demographics and geographies. We are problem-solvers, creatives, organizational psychologists and operational experts.  

                What That Means for You: 

                Whether you need an award-winning candidate attraction campaign, a differentiated employer brand, market insights to fuel big decisions, a memorable candidate assessment experience or DE&I consulting—we have fresh ideas to help you stand out as an employer of choice. 

                Data & Insights  

                Sometimes you don’t know what you don’t know. We’re dedicated to arming you with the sharable, digestible insights you need to tell the right stories in your business so you can stand out and get ahead.  

                What That Means for You: 

                You can capitalize on the latest market analysis, AI tools, thought leadership and competitive intelligence to supercharge your people strategy.  

                Human Touch  

                We bring a personal touch to our engagement with passive candidates that ignites excitement about your opportunities. From the second we grab the candidate’s attention to the minute they walk through the door—we deliver a seamless candidate experience that turns applicants into advocates. 

                What That Means for You: 

                Whether you need to fill executive, leadership or niche roles our global search teams deliver top-notch, future-ready talent. 

                Digital Transformation  

                As digital transformation reaches talent acquisition, we’re helping our clients get ahead. Affinix™, PeopleScout’s proprietary talent technology suite, provides candidates with a digital-first experience and leverages AI, automation and data analytics to remove friction and improve outcomes. Plus, we’re on top of the latest tech solutions, testing new ways that AI and machine learning can create results for our clients. 

                What That Means for You: 

                You get an upgraded tech-stack that delivers a consumer-like, mobile-first experience for candidates and a frictionless, informed journey for hiring managers. 

                Ultimate Scalability  

                We’ve scaled up to handle the full-cycle, global recruitment of tens of thousands of annual hires for one of the world’s largest hotel brands. We’ve scaled down to hire a few dozen specialist engineers for an automotive start up. And we’ve handled everything in between.  

                What That Means for You: 

                Whether you need specialty, professional, volume or contingent hiring solutions—our unique blend of insight, creativity and technology creates an employer brand-steeped candidate experience talent will never forget.  

                Speed and Agility  

                In this tumultuous era, talent acquisition teams are struggling to respond quickly to sudden fluctuations and hiring peaks. That’s why we’ve created flexible solutions like Accelerate™ and Amplifiers™. Purpose-built for modern talent programs, our solutions provide employers with the agility required to compete in today’s talent market, address immediate hiring needs and deliver results faster.   

                What That Means for You: 

                You get focused support for peak hiring, hard-to-fill positions, compressed time frames and more—however it works best for you—without the lengthy implementation.  

                Value  

                Organizations of all sizes trust PeopleScout’s efficient recruiting processes and quick-deploy solutions that improve time-to-hire and retention rates, delivering the best talent matches and maximizing ROI. 

                What That Means for You: 

                We measure our every move, idea and recommendation—so you know you’re spending your budget where it matters most. 

                Diversity, Equity & Inclusion (DE&I) 

                DE&I is top of mind for talent leaders, including all of us at PeopleScout. While much progress has been made, there’s still work to be done. That’s why every PeopleScout solution has a DE&I component. PeopleScout integrates DE&I best practices into every solution, helping clients build a more diverse and inclusive workforce.   

                What That Means for You: 

                We’ll help you gain a better grasp of where you are, where you need improvement and how to find the right path forward. 

                Are You Ready to Elevate Your Connection with Talent? 

                PeopleScout’s deep expertise in recruitment, employer branding, talent attraction and recruitment technology makes us a recognized leader in talent acquisition. We connect clients around the world with the talent they need through Recruitment Process Outsourcing (RPO), Managed Service Provider (MSP), Total Workforce Solutions, and talent and technology advisory services.  

                If you’re ready to elevate your connection with talent, let’s connect