Why Vendor Management Systems Should Give Candidates Control Over Their Hiring Journey

In hiring, three stakeholders matter: businesses, recruiters, and candidates. But traditional vendor management systems (VMSs) used in contingent workforce management often serve just two of those groups, enabling communication and collaboration between hiring managers and recruiters. Candidates get left out — and they shouldn’t be.

 

After hiring managers publish open positions to a VMS, recruiters submit candidates from their talent pools — sometimes without the candidate’s knowledge or consent. And as the hiring process unfolds, these candidates are left out of the loop and must depend on recruiters for updates. 

 

Not only does this make candidates feel undervalued, but it’s also bad for business. First of all, without a direct line of communication with candidates, you risk a negative candidate experience and damage to your employer brand. Secondly, with the constant back-and-forth to schedule interviews and provide feedback, hiring isn’t as fast as it could be. Your contingent workforce management program deserves a better solution.

 

At Prosperix, we recognize that people are not commodities. That’s why we built our AI-powered vendor management solution with candidates, alongside businesses and staffing vendors, in mind. The result? Your hiring process is boosted by great technology that empowers every stakeholder in the hiring process.

How Our Hiring Platform Empowers Candidates and Boosts Your Employer Brand

Traditional vendor management systems only allow a candidate to login after a hire is made, and that’s only so the worker can manage timesheets and expenses. In contrast, Prosperix VMS Network gives candidates direct access and even gives them a progress dashboard to put them in the driver’s seat of their job search. Candidates can enter our platform in two ways. 

 

When a recruiter submits a candidate on our platform, the candidate is notified and invited to create an account with Prosperix to begin their hiring journey. Candidates are never in the dark.

 

Alternatively, candidates can create an account directly, without a recruiter invitation. They set up their profile, get matched with open jobs based on their skills and experience, and can then choose which recruiters they’d like to work with for hiring success.

The Candidate Dashboard: Giving control back to candidates

Prosperix VMS Network’s candidate dashboard offers a host of functionality to give candidates more control during their hiring journey. Candidates can create and manage their profile, view matched jobs, modify their resume, apply to positions, accept interviews, collaborate with recruiters, and view the status for each position to which they have applied — all within the same hiring platform.  

 

With the ability to choose which positions they would like to be considered for, candidates can self-select based on what aligns best with their values, career, and interests. Consequently, you have a greater likelihood of hiring engaged employees who are motivated to work for your business.

 

Our candidate dashboard also enables a digital right-to-represent process which, besides preventing duplicate submissions, gives candidates more say in their search. If two or more recruiters submit the same candidate for an open position, the candidate receives an alert to select which recruiter they would like to work with for that position, giving them full control over their representation.

Direct Interview Scheduling: Speeding up the hiring process

Scheduling interviews is a time-consuming part of the hiring process. Juggling everyone’s schedules can be frustrating for all involved, not to mention the fact that with traditional models, the recruiter must go back and forth between the hiring manager and the candidate. Then when something inevitably pops up, all parties have to go through the whole thing again to reschedule.

 

With Prosperix VMS Network, however, candidates and hiring managers can schedule interviews directly, using messaging, invitation, and scheduling functionality with our platform that also keeps the relevant recruiters informed. This eliminates the need for back-and-forth with recruiters, getting rid of administrative hassles and speeding up the hiring process.  

Bringing Back the Personal Touch: Improving the candidate experience

Human relationships 101 dictates that people feel valued when they have a voice and research on candidate experience only confirms this. By involving candidates in the hiring process from start to finish, our VMS delivers a stellar candidate experience based on empowerment.

Our hiring platform also erases a top candidate frustration: lack of transparency during the hiring process, especially related to the progress of their application. Prosperix VMS Network’s candidate dashboard enables candidates to follow their progress during the hiring process, and this transparency means they’re more likely to take a favorable view of your business. 

When you opt to use a solution like Prosperix VMS Network and engage with empowered candidates, you send a powerful message to them: We value you. After all, actions speak louder than words. As a result, you position yourself as an employer of choice. 

And you achieve that while also benefiting from the full functionality of our AI-powered vendor management system that includes a built-in hiring marketplace, allowing you to use the best technology while tapping into the power of the crowd. The future of hiring is here. 

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4 Fundamental Benefits of Hiring Experienced Employees

Prejudices in the Hiring Process Extend Beyond Traditional Notions of Diversity

Too many organizations, it seems, treat the notion of diversity as one exclusive to race and ethnicity. However, an employment culture that promotes universal equality among its workers and bars all forms of discrimination doesn’t stop there. The nature of diversity is itself quite diverse, and biases reach far beyond the standard concepts. They also include gender identity, sexual orientation, religion, physical disabilities, and more. Candidates face other discrimination and employment challenges outside the traditional ideas of diversity, such as veterans, the long-term unemployed, and older workers.

In this post, we’re going to focus on the struggles that plague America’s mature workers and the opportunities that abound for employers who actively source and recruit them. Like the long-term unemployed, older workers find themselves fighting biases and misperceptions about their abilities from hiring managers. And they, too form an underutilized and overlooked pool of available talent.

The Leadership Drought

Countless organizations continue to center their recruitment efforts on Millennials and Zoomers, likely because there’s a lot these generations of talent have to offer. They have in-demand STEM skills, are perhaps the most technologically savvy group of candidates on the market, possess drive and gumption, long to contribute to innovation, and bring fresh perspectives to the industries they support. And undeniably, the fact remains that they are young.

But do they have the leadership skills necessary for future business growth? Organizations across nearly all industries say they are confronting a leadership drought, which they worry could hinder their progress. Even though this started a few years ago, this issue is still imperative. Millennials and Zoomers aren’t lacking the characteristics or determination to become tomorrow’s great leaders, they’re lacking the experience.

In an increasingly competitive and fast-paced labor market, we believe that nobody should be overlooking the potential that mature candidates bring to the conference table. Here are some of the top reasons why seasoned talent, if strategically positioned, can become any company’s ace in the hole.

The Benefits of Hiring Experienced Talent

Benefits of Hiring Experienced Employees

Older workers bring less risk

Building a culture that encourages creativity and innovation is a mission-critical strategy for progress and sustainability. It’s also why companies are aggressively courting Millennial and Gen Z talent. These youthful mavericks enjoy taking risks. They see these gambles as necessary systems of trial and error that lead to true innovation. And although business leaders want what these creative types have to offer, many become reluctant about how independent non-conformists can be recruited and  integrated into established work cultures. There are countless executives who would love to get their hands on the next Steve Jobs, Walt Disney or Richard Branson, yet an equal number would likely admit that they wouldn’t want to manage those personalities.

Risk takers are essential to business success in this dynamic century, yet that doesn’t mean organizations have become less risk-averse. There’s a difference. To ensure the proper functioning of a well-oiled machine, employers need established and experienced professionals who can maintain order and temper the risk-taking of creative mavericks. Candidates in their 40s and 50s have seen it all with their longer resumes and list of accomplishments. They’ve navigated the sometimes turbulent waters of office politics, have learned to work through bureaucratic processes, bring team building and management expertise, understand different work cultures, and have weathered the peaks and valleys that accompany dynamic business cycles. The background, achievements and history of older candidates are also well documented, making them easy to assess and place for recruiters.

Older talent are more self-aware

The young talent entering the workforce aren’t just gaining skills and experience – they’re embarking on a journey of self-discovery. And there’s certainly something attractive about hiring talent who can be shaped and taught. They’re filled with passion, energy, and an eagerness to develop. However, as part of this rite of passage, young workers may also discover that they don’t enjoy the jobs they’re doing. Their quest to grow can sometimes make them greater flight risks.

Older candidates are considerably more likely to be grounded. They have cultivated their identities and their work ethics. They know precisely who they are – their strengths, abilities, potential and areas of improvement. The self-awareness of older talent better positions them to be strong and candid communicators, mentors, soundboards for lessons learned and best practices, and pillars of patience in times of change or disruption.

Older talent are multi-skilled and adaptable

As organizations focus on business models that emphasize smart, lean operations, ideal candidates tend to be those who can wear many hats. Talent who are 40+ probably have closets full of different headpieces – some familiar, some more exotic. They may have undergone several transformations throughout their careers, moving from customer service to sales to professional services and beyond.

In addition to holding down diverse roles, older talent have worked for a greater variety of industries, company sizes, and teams, picking up valuable qualifications along the way. As they’ve aged, they’ve undoubtedly mastered essential skills, engineered unique solutions to problems, and become specialists in specific areas – an advantage to any employer. Their decades of hands-on work, vocational development, real-world education, and proven dedication make older talent ideal team leaders.

Older talent could deliver more for less through contingent engagements

It used to be that contract workers were viewed as low-level clerical or blue-collar types who couldn’t find a full-time job. On the contrary, today contractors can be found in nearly every industry and in executive positions, including the C-suite.

In fact, the supertemp is quickly becoming the new norm. Supertemps are not hungry young whelps looking to make their marks – they are top managers and professionals who’ve completed formal education, been trained at industry-leading firms, and who’ve chosen to pursue freelance careers. Corporations are increasingly trusting this tenured talent to do mission-critical work on a contract basis, instead of relying on permanent employees.

And although supertemps find their freelance work to be lucrative, companies still save money by not having to invest in full-time talent. Other motivating factors for supertemps include flexibility in scheduling work hours, locations and assignments, and the ability to contribute and make a positive impact through mentoring and wisdom gained from decades in the market.

How Staffing Curators Bring Businesses and Older Talent Together

According to the U.S. Bureau of Labor Statistics, 60.3% of the population between 55 and 64 years of age were employed as of 2020, while those who are 65 years and older comprise 18% of the civilian labor force. Policy advisers with the American Association of Retired Persons (AARP) say that working through staffing firms has been one of the most effective ways for aging talent to find employment opportunities with less hassle and resistance. 

Working through a temp agency helps seasoned candidates overcome job search-related hurdles before approaching prospective employers. And elite staffing curators generally provide counseling on resume preparation, interviewing and other career coaching. For business leaders, hiring older workers means hiring experience, dependability and a solid work ethic.

Enterprises that engage experienced staffing professionals with proven resources, cutting-edge recruitment methodologies and established networks will help put these hard-working and seasoned professionals into key positions, bridging the leadership gap and increasing the productivity of businesses across the nation.

Want to Hire the Best Mature Workforce?

Prosperix believes that the modern workforce thrives when the ideas and opinions are as diverse as the people behind them. As a minority-owned enterprise, we understand the value of diversity and cherish the opportunity to find talent with fresh perspectives and unique insights. We work with several organizations and programs to do our part in building a diverse workforce.

If you want the benefits of hiring a diverse workforce, schedule a demo with us today:

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How Hidden Biases Can Affect Hiring And Diversity Initiatives

hidden biases in hiring

Businesses often pride themselves on their diversity initiatives in the workplace, but the hidden danger of recruiting bias means limiting your candidate options during the hiring process. Maybe you don’t even know you’re doing it, but everyone has internal biases, whether consciously or unconsciously. Besides the most common bias that is already being tackled, like gender bias in hiring, the workplace is rife with unconscious bias, and since you aren’t aware of it, it’s hard to stamp out. It’s detrimental to both current and prospective employees, recruiters, and the companies themselves. Unconscious bias can inhibit diversity, recruitment efforts, promotions, and the retention rate in companies. For being an unknown factor, bias has a lot of harmful side effects.

Are You Guilty of These Common Biases?

The good news is that once you know about your own hidden biases, you can take steps to correct them with knowledge and training. This means that you won’t always be affected by them, or, if you are, at least to a lesser extent. What exactly are these biases that might be affecting your hiring decisions? Listed below are some of the more prevalent ones:

  1. Confirmation bias: Confirmation bias means you only take in information that confirms your beliefs and ignore everything else. It also means you don’t look for details or under the surface since you believe your first impression. If you see a well-dressed candidate or resume or both, and you think that means they are a good candidate, then you will ignore anything negative about them after that. This generally means that you form your opinion, positive or negative, based on one detail (like from a resume) and simply see everything as confirming that opinion or as unimportant if contrary.

 

  1. Affinity bias: This is where you identify with a candidate based on a similar or likable trait, so you act warmer towards them during the interview and speak better of them afterward. There was no fundamental basis for this warmth, just a feeling, which is subjective and can hurt other candidates.

 

  1. Similarity bias (Ingroup bias): Similarity bias means you want to hire those most like you (same group interests or hobbies, etc.). While this is a great way to make friends, it’s not a successful tactic for hiring the best, unless they are applying for your job. You need to remember that most jobs have different competencies and, on top of that, you want diversity in the workplace. 

 

  1. Projection bias: You believe that others share your own goals, beliefs, etc., and so you think they’d be suitable for the company you are hiring for. But people have their own priorities and goals that have nothing to do with you and yours, so assuming this just leads to confusion and disappointment.

 

  1. Halo effect: The halo effect is where you think that since the person is good at A, they will also be good at B, C, and D. But you need to see if they have the requisite skills and not judge the candidate based on one trait.

 

  1. Pitchfork effect: This is the opposite of the halo effect where you see or hear something negative and then assume all of the candidate’s other traits are negative too. For example, during an interview, if the candidate answers the first couple of questions badly, you think they’ll answer everything that way and assume they’re not qualified for the job.

 

  1. Status quo bias: The status quo bias is where you like everything the way it is and want it to stay that way. There are two sides to this coin: a) You are only looking for past experience to find a good candidate, which means you miss out on someone just entering the field, but who could be perfect. This means you keep focusing on those already in the field while ignoring fresh talent.  Alternatively, if you are filling a previously held position by someone you liked, you’ll try to get a carbon copy of them in the next hire, which adds internal blinders to your search for the best candidate.

 

  1. Nonverbal bias/Effective Heuristic: This is where you judge a candidate’s ability to do the job based on a superficial trait like tattoos or body weight. However, a one-dimensional characteristic doesn’t mean you can perform a full analysis to see if they are qualified. (It’s also dangerous on legal grounds, beware.) For example, if you think CEOs should be tall, then you will discount anyone shorter than your assumed cut-off height.

 

  1. Expectation Anchor: If you are convinced that an earlier candidate was the best for the job,  you don’t consider any of the later candidates even while still conducting interviews.

 

  1. Contrast effect: The contrast effect happens when you see a ton of resumes or interviews in a row, and so you start to compare how they are to the previous candidates, even though you should be comparing individual skills and experiences to the job posting only.

 

  1. Conformity bias: This bias is where, if you form a different opinion than the rest of a group, you’re more likely to change your mind to agree with them. This can be seen as the “Majority rules” idea or the “Mob mentality” that happens when a group of people form and one idea takes hold even when not everyone agrees with it.

 There are quite a few biases you need to be aware of which makes hiring an even more difficult process. As, you don’t even realize that you might be missing out on the best candidates when you believe your first impressions and take things at face value.

 

Tips to Overcome Unconscious Hiring Bias

Refine Job Descriptions

Different words attract different candidates. Hence, it is essential to choose the right words while writing job descriptions. Job descriptions act as a primary filter and can in fact influence both the hiring process and the candidate’s opinion of the business brand, even before they get into the interview. While writing your job descriptions pay attention to making them standardized, job role-specific, and inclusive of supporting all forms of diversity. 

Use a Hiring Marketplace

Hiring Marketplaces offer businesses a wide variety of candidates to choose from, with varying sets of skills and diversities. An open marketplace encourages anyone to apply and helps remove intrinsic bias. Rather than scrutinizing a worker’s background, this model gets to the heart of what matters most: finding talent that performs and produces results at the highest level. Moreover, modern-day Hiring Marketplaces built using the latest technology help in bias-free candidate matching by using smart algorithms and assessments to objectively match the best candidates with the right skills and motivations to the relevant jobs.

Improve Interview Processes

While conducting an interview, it is important to stick to a structured process so that everyone answers the same standardized questions. This makes it easier to compare candidate abilities without being influenced by superficial traits. It is also helpful to ask behavioral questions to see how candidates have reacted in the past to assess possible future situations.

 

Additionally, try to have many pairs of eyes on the interview, either with a transcript or with a panel interview. You could even try to have live or recorded phone or video interviews so that more people can hear the candidate and weigh in on the matter.


After conducting the interview, take a minute to see if you are dismissing or pushing forward a specific candidate. Is this action based on actual concrete data from their resume, skills test, or interview, or is it based on something else like a gut feeling or a physical characteristic? If it’s the latter, then you are being biased. Once you recognize a bias, you need to get back on track for an objective analysis. You need to train yourself out of making decisions based on superficial traits (appearance, culture, comfort level during the interview, etc.) and look deeper. If you still have issues, you need to ask better questions during the interview or look into interview training. You need to avoid making snap decisions since they are not the best way to hire someone. Don’t forget to test your conclusions. This is where reference checks come in. Always verify that the candidate is who and what they say they are.

Explore Digital Solutions to Curb Hiring Bias

Just as we can’t remove emotions from people, we can’t suppress their biases. However, by deploying the right digital workforce solutions, businesses can eliminate hiring biases to a great extent. Prosperix aims to help businesses identify and conquer all forms of hiring biases to onboard exceptional professionals — regardless of who they are or where they came from. Our solution is a combination of the latest technology catalyzed with our white glove MSP/VMS services that guarantee organizations the best hiring outcomes. We reinforce technology with active human curation to handpick and thoroughly vet candidates before presenting them to businesses. Since we are a certified tier 1 diverse supplier, all hires made through Prosperix’s VMS count towards tier 1 diversity spend, and our built-in AI makes hiring outstanding candidates easy, matching you to the most capable suppliers and candidates in real-time. 

With Prosperix, diversify your workforce and make hiring bias-free.

To learn more about our workforce solution, schedule a demo with us today.

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Utilize Flexible Hiring Workflows to Customize Your Hiring Experience

Hiring is a systematic process that flows from one step to the next. Hiring is akin to playing dominoes; the trick is to set up each tile as equidistant and perfectly in line with its predecessor, after which it’s just a matter of tipping the first tile with your fingertip to see them all topple in sequence.

While the fundamental objective of hiring is to grow and nurture an exemplary workforce, hiring techniques should not be implemented with the mindset of “one size fits all”. Hence, you’ll benefit tremendously from implementing hiring workflows that are systematic as well as adaptable to your ever-changing needs. 

What is a Hiring Workflow?

A hiring workflow is a streamlined process of each stage that a candidate follows when applying for a job opening. Imagine every opening in your organization is a game and every potential candidate is a player. One can win by getting through all the levels of the game, i.e., the hiring workflow stages.

Typically, the stages of a workflow are comprised of Sourced, Submitted, Applied, Interviewed, Offers Sent, Offers Accepted, Onboarding, & Hired. Depending on the organization, there may be additional stages that make sense. For example, some organizations have several rounds of interviews, others add a stage for pre-screening assessments, and a few track candidate marketing, engagement and nurturing stages as well. 

Regardless of how many stages your business utilizes, most workflow stages remain consistent across job openings to ensure that key hiring practices are upheld. Though, depending on the type of role, the purpose of some stages may be tweaked to better suit hiring needs. For instance, a technical role may require multiple rounds of interviews to separately analyze the functional and soft skills of a candidate.

Why are Hiring Workflows Beneficial?

Hiring workflows give your hiring teams the power to be proactive and remain unified in their hiring efforts by presenting them with:

1. Evaluation of job performance

Workflows offer a bird’s eye view of whether the various phases of hiring are functioning harmoniously, and if the speed and efficiency of candidates’ movement from one stage to the next is sustainable. When updated in real-time, analytics from the workflow also reveal bottlenecks and how processes can be improved.

2. Minimized time-to-hire

Time is a precious commodity that we all want but never seem to have enough of. This is no exception even when it comes to hiring. The primary aim of any recruiting endeavour is to secure the best person for the job as soon as possible.  

As a candidate moves from one stage of the workflow to the next, having a clear picture of the progress and following a plan of action aids managers and recruiters in setting realistic targets as well as motivates them to move the process along towards the finish line quicker.

3. Increased access to talent

Hiring workflows guarantee that sourcing is not a one-time activity and that there is no dearth of candidates for a position until it is filled. As a cyclical system, workflows provide a steady inflow of candidates from various channels such as recruiters, hiring marketplaces, and job portals.   

Moreover, each candidate sourced as part of a hiring workflow becomes part of an expanding talent pool that you can dip into for subsequent hires. Learn about how Prosperix can assist you in building talent pools and talent pipelines that activate on-demand hiring to enhance your hiring program.  

4. Greater spend visibility

Knowing that a hire costs more than the average is not enough to stop the budget drain in its tracks. A workflow breaks down the process of hiring conveniently into stages, which makes it easy to pinpoint which steps consume the largest portion of money, time, and energy. Through the workflow, hiring teams will be able to assess whether resources are being utilized effectively and optimize them accordingly.

Last but not least, hiring workflows prove to be beneficial in aligning management’s expectations of outcomes and the realities of contingent hiring. In cases of unexpected delays and roadblocks, the workflow provides concrete evidence to support recruiter analytics. For example, if a workflow shows that most candidates are stuck at the interview stage, scheduling issues or delayed manager feedback can be identified as potential causes and steps can be taken to rectify the bottleneck.

Customize Your Hiring Workflow With Prosperix VMS Network

Manually creating and maintaining a hiring workflow on spreadsheets is one way to get the job done. But using a modern Vendor Management System like the one designed by Prosperix can help you establish a flexible workflow effortlessly. Not to mention, you’ll have access to all the additional offerings of Prosperix VMS Network like the integrated hiring marketplace, automated supplier management, candidate engagement, intuitive workforce management, and other enhanced capabilities.

VMS Hiring Workflows

Managing your hiring workflows via Prosperix VMS Network will enable you to:

Customize Workflow Stages

Customize Workflow Stages

A custom-tailored and well-oiled hiring workflow can make a world of difference in obtaining successful outcomes. As a user of Prosperix VMS Network, creating a hiring workflow is made simple with the default setup that encompasses all the necessary hiring stages. Or better yet, you can create a customized workflow to meet your exact needs.

Prosperix VMS Network gives you complete control of your hiring workflow by enabling you to add crucial stages and remove unwanted ones, all with a drag-and-drop interface. This makes it very simple to configure and customize to the precise specifications for each job, department or hiring manager preference.

Advance Candidates Across Each Stage

Within Prosperix VMS Network, every workflow stage displays the progress and number of candidates who are categorized under it, including the percentage of those who have been disqualified. Alternatively, you can view the status of each candidate within their profile. The workflow gives talent acquisition teams a dashboard for candidate activities in all stages to understand the velocity and coverage for specific roles. This makes it easy to manage any volume of applicants across the hiring lifecycle.

Create Multiple Workflows

Create Multiple Workflows

Given that the nature and scope of jobs vary, every position you’re attempting to fill can have its own custom workflow. You can use the default workflow for the company or modify workflows for each department, hiring manager, or position. 

Since all your workflows are housed within Prosperix VMS Network, you can manage and update them in real-time. Moreover, you can replicate workflows that are tried and tested using templates or develop unique workflows as and when new positions crop up.

Schedule a demo with our experts to help you design perfect hiring workflows for your business with Prosperix VMS Network.

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Use Candidate Pre-Screenings In Your VMS To Find Perfect Candidates

vendor management system pre-screening feature

Selecting the best candidates happens when adequate planning is reinforced with well-thought processes. When hiring biases are eliminated, businesses can get to the heart of what matters most: finding talent who perform and produce results at the highest levels — modern vendor management systems with built-in assessment capabilities help you achieve exactly this.

Times have changed, the demand for contingent workforce is rising, and remote work is here to stay. Amidst all these uncertainties, bringing top talent aboard remains constant for many businesses. The implications of poor hiring decisions are profound: low morale, waning motivation, compliance risks, and even degradation of the employer brand. As the competition for exceptional talent intensifies, more businesses have been forced to reassess how their candidates are being sourced and engaged; candidate pre-screening serves as an important capability to transform contingent hiring.

How Fully Integrated Candidate Pre-Screening Can Elevate Contingent Workforce Programs

Candidate pre-screening may seem like a minor touchpoint in the candidate lifecycle, but in reality, it extends a major influence over the entire hiring process. In a contingent workforce program setup, candidate pre-screening works for the collective good of businesses, staffing suppliers (external recruiters), and candidates. As the primary step in the candidate sourcing process, candidate pre-screening is integral for businesses looking to solicit and secure the best talent. It helps recruiters create a shortlist of qualified individuals by narrowing down their talent pipelines to the best candidates who are best suited for a job. When executed correctly, a candidate pre-screening strategy improves hiring outcomes by revealing hidden risks that could be detrimental to contingent hiring success and improves the chances that talent is a better fit for the organization. 

Here’s how candidate pre-screening can help growing businesses.

Improve Hiring Precision

Past performance is not necessarily indicative of future results and relying solely on resumes to filter out candidates doesn’t guarantee you are identifying the best candidates for your business. To begin with, resumes often have incomplete or insufficient information to thoroughly assess and select the appropriate candidates to be moved forward in the hiring process. Moreover, using only resumes to screen candidates may riddle recruitment processes with unconscious biases. Biased hiring decisions can lead to reduced diversity in hires, which inadvertently affects business productivity and the ability to remain competitive in the long run. For these reasons, reinforcing a  pre-screening strategy along with resume screening is a great idea for businesses seeking to remove hiring bias, increase candidate fit, and improve diversity initiatives. 

Pre-screening techniques like using Smart Forms in Prosperix VMS Network to assess candidates provides businesses a controlled methodology combined with quantifiable data to compare candidates and pick out the best ones. With Smart Forms, businesses can evaluate candidates using various types of questionnaires including multiple-choice, true-false, multi-select, open text answers, and more. With every candidate answering the same set of questions, biases can be eliminated from the decision-making process and the candidate’s personality, values, aspirations, industry knowledge, plus job fit can be evaluated accurately to achieve greater hiring outcomes.

Enhance Candidate Quality while Delivering Superior Candidate Experience

As much as candidate pre-screening can optimize the entire contingent hiring process, it also presents a great opportunity for businesses to map out candidate personas for various roles within the organization. By asking the right questions using Smart Forms businesses can identify the ‘ideal candidate’ which can be used as a benchmark to compare applicants and attract the best-suited candidates to the business’ culture and job roles. Pre-screening also allows candidates to understand the requirements of the position while applying, giving them greater role clarity and a better alignment of expectations. By strengthening communication links between businesses and candidates, candidate pre-screening helps in enhancing the overall candidate experience. Having an accurately planned and well-designed pre-screening process improves your overall appeal to candidates, positively reflects on your employer brand, improves candidate engagement, and reduces workforce turnover over time. 

All in all, pre-screening acts as a great mechanism in helping businesses gather diverse perspectives on their potential candidates, thereby boosting decision making and heightening the quality of hires.

Save Time

Time is crucial with hiring; every minute spent sifting through incomplete resumes and interviewing each applicant bogs down recruitment processes and delays hiring speed. Especially when there is a huge applicant response rate or when dealing with high frequency/high volume roles, using interviews as the initial checkpoint is close to impossible. In these cases, screening in mass is necessary. By using Smart Forms, answers can be weighted with different point values being assigned to questions that are of higher significance to quickly weed out candidates who don’t meet the critical requirements of a job. Since these techniques are automated and standardized they ensure a faster and fairer comparison of candidates.

How Modern Vendor Management System (VMS) Technology can Help

Candidate pre-screening offerings are quite popular in the staffing industry and there are tons of assessment systems that work well. However, most businesses use solutions where candidate pre-screening is a separate offering rather than being an integrated capability. This leaves businesses struggling to leverage the pre-screening results effectively in their VMS as well as the data of pre-screening living in multiple places and often requiring manual entry into the VMS. Essentially, separate pre-screening technologies work and certainly provide benefit when utilized, however because the technology lives outside the VMS, the user experience is often poor, which leads to abandonment of the technology or limited use across a contingent workforce program.

Prosperix believes in providing a single solution that solves all facets of workforce management, including talent branding and attraction, sourcing, candidate engagement and nurturing, applicant tracking, candidate assessments, vendor management, onboarding, and redeployment. Prosperix works with businesses to build customized pre-screenings with a battery of questions that go beyond traditional screening methodologies, ensuring that each hire is the right fit from a cultural and position perspective.

When posting a job, hiring managers have the ability through Prosperix VMS to use Smart Forms to deliver a variety of assessment and screening questionnaires. These forms can include the following question types:

  • Multiple Choice
  • Checkboxes
  • Dropdown
  • Multiple or Single Text Box
  • Date/Time
  • File Upload
  • Star Rating
  • Like Indicator
prosperix vendor management system screenshot smart forms

Prosperix’s customizable Smart Forms aided in the success story of one of our manufacturing clients. Prior to onboarding with Prosperix, their hiring process was riddled with inefficiencies due to the simple fact that the organization lacked a comprehensive system to monitor and track contingent hiring. Resumes were sent in via emails and hiring managers struggled to filter out the relevant candidates leading to extended periods of engagement with unqualified applicants. Once the client onboarded with Prosperix as their combined MSP/VMS solution, our talent advisors worked closely with their hiring managers to understand and overcome their pain points. By using Prosperix’s pre-screening module we were able to create a pre-screening questionnaire that could verify the potential candidate’s experience and availability to commence training. This automated yet personalized approach to pre-screening increased their hiring efficiencies within no time by over 35%. 

With customizable Smart Forms added to your job requisitions, you can effectively prescreen your candidates and enhance their overall hiring experience as part of the standard hiring process and without ever leaving the VMS.

To learn more about how Prosperix can help you achieve extraordinary results, schedule a demo with us today.

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How a Public Utility Company Used Prosperix VMS Network To Scale and Improve Their Contingent Hiring Program

Background

One of Prosperix’s clients is a publicly held energy services company with $1B+ in revenue and 1000+ employees spread across a variety of locations. Their main business includes delivering natural gas to more than 380,000 residential, commercial, and industrial clients. 

Challenge

The client was having trouble with efficiently managing the 10+ staffing agencies that they worked with. Inefficiencies with onboarding, invoicing, and performance assessments were hampering their contingent hiring program’s ability to scale and succeed. The client wanted a way to better manage their existing suppliers while getting access to a larger supplier base for more coverage and better performance.

Solution

The client onboarded with Prosperix as their combined VMS/MSP solution in less than 30 days. Their Prosperix Talent Advisor (and single point of contact) worked with them to move management of their incumbent suppliers into Prosperix, as well as opening their job requisitions to the Crowdstaffing Hiring Marketplace. 

VMS/MSP solution

By leveraging the built-in integration with the Crowdstaffing Hiring Marketplace, Prosperix VMS Network uses network intelligence to match open jobs to a proven, ever-expanding network of thousands of talent suppliers and their respective talent pools. This built-in network of talent suppliers works in tandem with the client’s existing suppliers, ensuring immediate recruiting support for all jobs, the broadest reach into proven candidate sources and the best rates.

Leverage the Power of Network Effect

How Hiring With Prosperix Works

First, the client’s jobs were added into the VMS, including all relevant details and job description. 

Then, job matching algorithms used the information in the job descriptions to connect those jobs to a network of thousands of talent suppliers (including the client’s incumbent suppliers), representing all sizes and specialties, thereby leveraging network effects to draw on a much larger talent pool than traditional contingent hiring solutions. 

Once a talent supplier selected a job posting to fill, they parallel sourced candidates from internal and external talent pools. Talent suppliers utilized their own unique recruitment processes, tools, and technologies to source and secure the best talent. Matched candidates were contacted, screened, and submitted for review in the platform by Prosperix Talent Advisors. The aim of Talent Advisors is to curate and present only the best candidates to the client for review.

When a hiring decision was made, automated offers, background checks, and onboarding got the hires to work quickly. Client-specific best practices for the were identified, tracked, and replicated to finetune the hiring process.

How Hiring With Prosperix Works

Results

Using the power of the crowd, the client saw an immediate and dramatic increase in curated candidates to select from. Within the first year of supplier, 649 candidates for 73 open positions were identified (an 8.89:1 ratio), with an average submittal time that decreased from weeks to just 15 hours. The quality of candidates increased, and Prosperix standardized all terms, conditions and rates, enabling increased focus on the clients’ core competencies and allowing them to take advantage of the economies of scale Prosperix provides to our clients.

Prosperix VMS Recruiting Dashboard Infograph

Additionally, by using Prosperix as their combined VMS/MSP solution, the client was able to simplify their overall contingent workforce program, while their dedicated Talent Advisor team helped them automate vendor requisition distribution, provide visibility into program analytics, and assume responsibility for supplier management and engagement.

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Breakthrough from Silos Using An Automated VMS

The seamlessness that hiring workflows provide is apparent in the name. No matter how rapid or demanding tasks get, there is a sequential order that workflows enable which leads to simplified processes and better outcomes.

However, siloed technologies put a stop to the seamless flow.  

Technology silos occur when applications are isolated in their functions and do not allow free-moving data transfer between the various modules. The siloed mentality can be useful when harnessing and reinforcing specialized knowledge and domain expertise, but that’s not the case with contingent hiring.           

From adding and managing vendors to creating talent pools and tracking applicants, the objective of every stage of hiring is to achieve optimum outcomes. Having a separate tool for each of them might be enough to get the bare minimum done, but without synergy, the best results are far from reach.  

How do Siloed Technologies Cause a Challenge?

1. They widen the divide between business stakeholders

Hiring is the joint endeavour of various stakeholders like HR, procurement, talent acquisition, hiring managers, contingent workforce teams, staffing suppliers, and candidates. All of these users are equally important to the hiring process.  

Yet, when provided with separate technology, hiring teams have blinkers on and are focused on their task at hand without visibility or insight into related hiring functions. Rather than working in tandem, the reality is that collaboration is limited or virtually non-existent. And without collaboration, accomplishing common goals and staying true to the company’s vision can be difficult.

2. They are ineffective data resources

Data is one such asset that makes business activities purposeful and relevant. Being contained within siloed technologies makes data counterproductive in many ways.

For one, the same data could be stored in several locations, which turns out to be tedious and time consuming for people to access quickly when they need it. Secondly, when data lives in multiple places, manual processes are required to combine the data and make sense of it. Having to manually update data in multiple places deteriorates its quality and credibility. Moreover, the data could be out of sync, meaning one copy is old and stale while another is up to date, making it difficult to discern which is the best version of data to use.

Last but not least, many organizations are striving to become data-driven, so they can make more intelligent decisions based on access to accurate and up-to-date information. When data is distributed or disparate, being data driven is nearly impossible.

3. They hamper productive decision-making

With technology silos limiting teams’ outlook of the bigger picture, their ability to draw value from data and put it to good use across the board is curbed. It means that organizations do not have visibility, intelligence or insight into information that could be crucial in making decisions. Being forced to take calls at the department level and not holistically can be detrimental to long-term growth and success.

How an Automated Vendor Management System Can Enhance Your Business

Automated Vendor Management System

A modern VMS supports the entire hiring workflow, abolishing the silo mentality and its downsides. Automation takes the convenience of a VMS a step further by streamlining recurring aspects of the hiring process. Deploying an Automated VMS means you can:

1. Attain higher data accuracy and team efficiency

The intelligence of an Automated VMS guarantees that redundancies and errors in data collection and upkeep are significantly reduced. All data exists within a single system, making it easily accessible, eradicating any uncertainty, and minimizing mistakes caused by manual inputs. Data is always up-to-date and enables the extraction of real-time analytics, which can deliver constructive insights on areas that need attention and help make better decisions.  

This coherence allows teams to thrive and live up to their true capacity to fill more open positions within days rather than weeks. The ability to utilize unified communication between teams using email, notifications, notes, chat messages, and document management also facilitates and encourages greater collaboration.

2. Make your business rapidly scalable

60% of a recruiter’s day can be eaten up by manual sourcing and under 20% of their time remains devoted to the activities that will have a greater impact, i.e., connecting and conversing with candidates. The personal touch that candidates encounter during the interactions can make the difference between fruitful and failed hires. This is also true for building and maintaining relationships with talent suppliers and other partners.

No business can sustain having recruiters spend much of their day on menial tasks that leave very little time to carry out successful hiring campaigns. Automation flips the switch to free up more hours for candidate and supplier interactions, allowing recruiters to shine and show where their true capabilities lie.    

3. Enrich stakeholders’ experience

In addition to facilitating unfettered interactions, automating other practices concerning suppliers and candidates can ensure they are engaged from the get-go. 

By automating supplier onboarding, the collection of supplier details and finalizing contracts can be completed in a matter of minutes. Once onboarded, suppliers can be provided with training and AI-fueled job matching that gives them the ability to begin adding value quickly and effectively.  

When it comes to candidates, the Automated VMS empowers them with visibility and control of their entire hiring journey, from being up-to-date on open roles and their interview line-up, to handpicking the suppliers who represent them.   

4. Enjoy greater functionality in a single system

Prosperix VMS Functionality

Prosperix VMS champions the convergence of various functions that include but are not limited to direct sourcing from actively curated talent pools, pre-screening assessments through smart forms, talent pipelining capabilities, a workforce module that expedites onboarding and offboarding, and flexible hiring workflows that support applicant tracking.   

All these functionalities being housed within a single system gives you the ability to not only draw the most meaningful insights from your data but also to access multiple capabilities as and when required.  

From our perspective, these are the foundational competencies of a smart and unified vendor management system. If you are excited to explore the endless possibilities of an Automated VMS, schedule a demo with us to discover what our Vendor Management System can do for you. 

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Increase Hiring Efficiency With Real-time Analytics

While the availability of data is plentiful, the ability to deliver insights in real-time as opposed to historical data analysis is a key differentiator between traditional and modern staffing vendor management systems.

HR expert Tim Sackett explains:

“We don’t truly listen to what all the data is telling us. We gather all of the information. We get assessment scores, we get personality and cognitive measures, we do in-depth background screening, we perform behavioral-based interviews, we check the candidates’ professional references, we stalk their Facebook page, we check informal references the candidate doesn’t know about, we do just about anything to get as much knowledge as we can on a candidate. And then what happens? We make a decision based on a gut feel.”

Traditional recruitment techniques involve decisions rooted in emotions rather than data, often resulting in slow and cumbersome processes, excessive costs, and bad hires. Identifying these downsides, more businesses are moving towards evidence-based hiring where decisions are data-backed, not prediction-backed. The emergence of Big Data and its corresponding technologies within the staffing industry has vastly improved the accessibility and availability of data. Big Data provides businesses a warehouse of data to analyze along with wide analytic options. But, there’s still a lag in how that data is processed and put to use. Many companies that consider themselves to be data-driven too often are looking at historical data to prove a hypothesis rather than analyzing current data to uncover ongoing realities.

As Michael Skapinker observed in the Financial Times, “It is not just our biases that get in the way but that past performance cannot predict results.”

Real-Time Data-Driven Insights to Boost Contingent Program Success

The frequent market shifts and the extreme volatilities in the staffing industry make staffing suppliers susceptible to constant change. Consequently, this impacts their staffing capabilities, thereby affecting performance. Relying on historical data to drive your contingent program decisions not only risks you engaging with poorly performing suppliers, but also can lead to losses in time, money, and valuable resources. This is why real-time analytics and scorecards are key. They provide contingent workforce programs illumination rather than (just) support by helping businesses make timely data-backed decisions in addition to ensuring overall program health.

Here are some benefits of real-time analytics for contingent workforce programs.

1. Optimize Hiring and Control Costs

Every business strives to make cost-optimized decisions wherever possible and businesses that utilize data effectively can realize cost savings more effectively.

Using real-time data to compare market rates ensures the bill rates for your program are equitable for specific roles in specified locations. Having access to this information also ensures you don’t miss out on great talent by underpaying or go over budget due to excessive rates.

Additionally, real-time notifications for submittals above pay/bill rates help businesses promptly identify suppliers that are outside the rate guidelines, giving them more visibility and control over program spend.

The benefits don’t end here — real-time metrics also aid businesses in improving targeted hiring. By identifying the best sources of candidate inflow, businesses can optimize investments in the right channels to attract the best candidates.

2. Regulate Process Efficiencies

A real-time data-driven approach can proactively identify bottlenecks that are slowing down hiring and inform businesses on the right actions to take to fix them. For example, metrics like pipeline speed indicate the average time each candidate spends at every hiring stage. By actively monitoring this metric, businesses can avoid candidate stagnation occurring due to burdensome processes, sluggish review times, or recruiter inefficiencies.

3. Forecast Hiring

Accurate forecasting enables businesses to reduce costs, improve planning efforts and maximize efficiencies while ensuring they have the necessary resources to meet demands. Intending to realize this, businesses are starting to incorporate Data Science into their talent acquisition strategies. Real-time metrics act as enablers of predictive hiring, allowing businesses to make estimates on the hiring demand for specific job roles, especially high frequency or high volume roles. This requires a combination of a real-time and historical data view on your pipeline velocity, including metrics that reveal the average time it takes to generate a successful candidate at each hiring stage. Not only do these metrics help businesses in benchmarking their hiring, but also in improving visibility into their strategic workforce planning initiatives.

4. Improve Candidate Quality

Aiming to truly assess hiring quality calls for businesses to look beyond the speed and cost of making hires. Instead, businesses should consider tracking other essential attributes that measure a candidate’s level of interest throughout the hiring process.

Real-time candidate dashboards give businesses a comprehensive view on candidate-centric information including candidate quality, acceptance rates, interview rates, and disqualification reasons. These data points help businesses understand candidate preferences and priorities in addition to evaluating candidate engagement and the overall interest in the business brand. By incorporating this information, businesses can improve their talent attraction and engagement efforts, leading to a healthier pipeline of candidates to hire.

Data-driven hiring hasn’t always been an easy concept to implement – disparate data sources, metrics, and reporting timelines all contribute to lag, confusion, and barriers to making intelligence-based decisions. Prosperix’s end-to-end workforce solutions (Vendor Management System, Hiring Marketplace, Direct Sourcing, and On-Demand Talent Pools) all incorporate real-time analytics and provide data-driven intelligence and insights. Real-time data is also foundational for our AI/ML algorithms which distribute, manage and automate capabilities in our solutions, giving you extraordinary ability to build and manage a thriving contingent workforce program.

Schedule a demo with us today to power your hiring efforts using real-time data!


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Contingent Hiring Marketplaces – The Solution to Overcoming Hiring Hurdles

The word “marketplace” instantly brings to mind throngs of business people vying for the attention of customers. Much like any physical marketplace, a hiring marketplace aggregates the vital components of staffing, i.e., hiring teams, job seekers, and recruiters in the digital realm.    

Along the same lines, the advantages of a traditional marketplace translate to a hiring marketplace. Hiring marketplaces act as an additional channel to connect with candidates. They are not limited by territories or time, allow you to connect directly with job seekers, and give you the opportunity to establish new supplier partnerships. However, with unique benefits come unique issues, and it’s imperative to understand the challenges faced by hiring managers, recruiters, and talent acquisition teams.  

Prevalent Challenges of Contingent Hiring

1. Finding capable candidates

Whether your approach to finding candidates is fueled by the mindset of “there’s plenty of fish in the sea” or veers to the other end of likening it to “finding a needle in a haystack”, one aspect remains common between both schools of thought – that hiring is portrayed as a numbers game.   

Typically, an online job posting is viewed by a 1000 candidates, of which 200 start the application procedure, 100 finish applying, 75 get screened out, 25 are evaluated by a hiring manager, only 4-6 are invited to interview, and a single candidate secures the job at the end of the day.    

The effort involved in whittling down 1000 to 1 can dilute the quality of the outcome, which beats the purpose of hunting for the perfect candidate. Quality is just as crucial as quantity, but recruiters often lack that guarantee. 

2. Levelling the playing field

It’s impossible to achieve optimum contingent hiring without staffing vendors but involving them is easier said than done. The intricacy and challenges of managing staffing vendors is proportional to their volume; as the latter escalates, the former follows suit.

In seeking to fulfill staffing requisitions through a wide web of vendors small and big, the negotiating power seldom lands in your court. Individual vendors facilitate different facets of the requisition process. Without healthy competition and grounds for price comparison, vendor markups can peak.

3. Gleaning spend visibility

Companies often expect that their contingent labor spend is fully and efficiently utilized towards hiring and managing the workforce.  The reality is that nearly a quarter of the approved or pre-negotiated spend is eaten up by rogue spend.

Given the increasing demand for contingent workers and decreasing turnaround times, hiring managers are pushed to make decisions on the fly without the input of other internal teams, causing a rift between the spending intent and end result. Consequently, the dearth of direction in overarching budget strategies of the contingent labor program renders its potential unrealized.  

4. Minimizing bottlenecks in hiring stages

An average of 42 days – that’s how long it takes to hire for each opening. Depending on the particular industry or nature of the role, the period can range between 14 and 63 days. This scenario in a landscape where 64% of American organizations want to replace or retrain a fourth of their workforce by 2023.

Factors like multiple rounds of manual review, miscommunication, disorganization, budget constraints, and other business concerns are culprits of dragging out the hiring flow. Only the extremely ambitious and resourceful are able to shove aside these roadblocks, and with difficulty at that.

Achieve Congruence with the Crowdstaffing Hiring Marketplace

Without assistance, overcoming the challenges of contingent hiring can seem daunting. Though, armed with an online platform like the Crowdstaffing Hiring Marketplace, you can be well on your way to combat these common staffing hurdles. You’ll gain: 

1. The ability to hire at scale

Nothing like being able to access an endless supplier network that includes but is not limited to national and international suppliers, boutique and niche suppliers, independent recruiters, and RPOs. The diversity of the network doesn’t stop at location (spanning across North America and overseas); it also applies to suppliers’ ability to identify talent pools of varied skillsets. Sourcing local and remote candidates – check. Exemplarily competent suppliers and talent – check. Recruiting at scale like never before – check.

2. Greater reach to available talent pools

Candidates on the Crowdstaffing Hiring Marketplace are represented by suppliers, consolidated by intuitive technology, sourced directly from internal talent pools as well as externally, and reviewed and approved by you. Our marketplace is adept at handling all this for multiple job postings simultaneously, lifting the burden of finding and evaluating fresh candidate sources off your shoulders.  

3. Automated supplier management

It’s not enough to establish in words that suppliers are integral to your successful contingent hiring plans; our hiring marketplace embodies and facilitates every supplier’s seamless functioning. With the aid of automation, suppliers can self-register, easily provide business information and complete onboarding, utilize in-app training to increase efficiency, be matched to jobs by high-performing algorithms, and obtain real-time scorecards to be aware of and improve their performance. 

4. Active curation of quality candidates

Remember how discovering quality candidates is one of the biggest thorns in the sides of hiring managers and talent acquisition teams? Our Talent Advisors proactively curate candidates for each posting on the marketplace, ensure they meet the criteria on predefined screening requirements, assess candidate-job fit, and coordinate communication between all parties involved – thereby increasing candidate quality without soaking up valuable time in the process. Further, once a candidate has been zeroed in on, our Advisors also take care of the follow-up and onboarding procedures.

5. Higher cost transparency and lower hiring spend

Safeguarding your right to know and pay fair market rates matters to us. The Crowdstaffing Hiring Marketplace promotes transparency and competitiveness amongst suppliers, and denotes the appropriate rates based on data from earlier hires. Ergo, you only have the best talent secured at the best rates on your hands. 

6. Faster time-to-hire by leveraging AI

The Crowdstaffing Hiring Marketplace uses AI algorithms such as the Multi-direction Matching Algorithm, Job Distribution Algorithm & Job Attention Algorithm, to match jobs, candidates, and suppliers, making connections in all directions in real-time. Suppliers can therefore be aligned with the candidates and jobs that are the most suitable to them based on their skills, location, and prior success.

7. Payroll and EOR services

For all hires made through our hiring marketplace, Prosperix looks after the EOR and compliance responsibilities that accompany them. This consists of managing payroll procedures, employment taxes and withholdings, verification and administration of W-4, I-9, and W-2 information, ACA compliance, enrollment, and maintenance, ongoing employee relations, and more.

8. Tools to manage the complete hiring process

Utilizing the Crowdstaffing Hiring Marketplace will help support not one, not two, but all six stages of the hiring process, i.e., Sourcing, Assessment, Hiring, and Onboarding, Offboarding, and Redeployment. The marketplace has been designed with key innovations to enable you to customize your hiring workflows through the Applicant Tracking System, engage candidates with the help of the Talent CRM, assess talent using customizable Smart Forms, store and manage audit and compliance-related documentation, and collaborate via unified communication channels.  

If you’ve made it this far, you’re quite likely ready and eager to reap the benefits of a hiring marketplace. Get started by posting your next opening on the Crowdstaffing Hiring Marketplace.

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The Ascent of Direct Sourcing

Direct sourcing allows businesses to leverage their existing candidate pools to fill openings for contingent roles. It reduces hiring time and costs, widens reach of available talent pools, promotes brand awareness, and improves candidate experience.  

Give our introductory post a read to learn more about what direct sourcing can do for your business.  

Direct Sourcing Adoption Trends

Given the trajectory of today’s agility-driven markets, Staffing Industry Analysts’ (SIA) latest report ‘Achieving Excellence in Direct Sourcing for the Contingent Workforce’ states that the contingent workforce share is anticipated to reach 40% by 2025.  

This upsurge in contingent workforce recruitment indirectly points to a jump in direct sourcing practices. Thereby, the report predicts that the next two years will see a 1.6x growth in implementation of direct sourcing, indicating an adoption rate of approximately 60% and extending beyond early movers.  

As it penetrates contingent hiring processes, this sourcing method is proving to be a positive driving force towards:

1. Fortifying Company-Candidate Relationships

A Harvard Business Review survey found that 65% of 2800 job applicants dropped out in the midst of the recruitment process because they found the work-life balance to be inadequate or didn’t resonate with the organizations’ methods, especially during testing times.

“In today’s large talent market, contingent workers can choose their employers and they want to understand what benefits – in addition to pay – they can expect from the collaboration. In the past, many corporations viewed these workers as “a commodity.” That mindset is outdated. Every organization needs to develop strategies that allow them to attract this highly qualified talent directly – and that’s the sweet spot of direct sourcing”, says Tim Proehm, Vice President of Digital Product Development, KellyOCG.

Direct sourcing gives companies the opportunity to attract candidates on their own merit. This means they don’t have to rely on the picture a third party might paint. But more importantly, they have to actively find ways to connect with candidates, be it through online presence or outreach.

2. Meaningful Curation

It’s not enough to merely have a mixed bag of a talent pool. The true advantage of this strategy lies in proactively and meticulously curating a talent pool that is diverse and skilled before the need to fill an opening even arises.   

More organizations are seeking to build talent containers by this method that will help them in accessing candidates for continuous hiring and growing talent pools at lesser per-hire costs. Candidates across multiple online and offline sourcing channels are merged within a container, making it much easier and quicker for talent acquisition teams to fill any volume and nature of roles. 

3. Joining Forces to Accelerate Success

On first impression, this sourcing strategy might be perceived as an entity’s individualistic endeavor, given that the act champions finding talent from within the business, often by the business.  However, while the objective is to make internal contingent hiring more efficient and effective, optimum results are accomplished by partnering with a Managed Direct Sourcing (MDS) provider.   

Companies choose to outsource to an MDS provider because it reduces the pressure to have all the necessary resources in-house. Moreover, handing over the reins to a provider hastens planning and execution, utilizes their knowledge of best practices and industry experience, makes direct sourcing more scalable and trackable, and minimizes chances of friction and risks.

Implement Direct Sourcing with Prosperix

 Prosperix offers Direct Sourcing solutions that will guide you through amplifying and fortifying your recruitment processes.  

Our solutions can help you bring your winning strategies such as attracting talent through brand recognition, harnessing technology and recruitment tools to curate and nurture candidates, and developing talent pools for future roles and hiring needs – to life.

To make direct sourcing a part of your contingent hiring workflow and to learn more about its benefits, schedule a demo now.  

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