What is direct sourcing?

Direct sourcing is the process of recruiting candidates for a role without going through a third-party recruiter. This can be done through a variety of channels, including job boards, employee referrals, social media, and company website career pages.

There are a few key benefits to direct sourcing. First, it can help you save time and money. Recruiters typically charge a fee for their services, so by sourcing candidates yourself, you can avoid this cost. Additionally, direct sourcing allows you to have more control over the recruiting process and can help you build relationships with potential candidates.

There are a few challenges to direct sourcing as well. First, it can be time-consuming to sift through all of the applications. Second, you may not have the same reach as a recruiter, who likely has a larger network. Finally, you may not have the same level of expertise as a recruiter in screening candidates.

Overall, direct sourcing is a great way to save money and time while still having control over the recruiting process. However, it is important to be aware of the challenges that come with this approach before getting started.

How to do direct sourcing?

Direct sourcing can be done through a variety of means, such as attending job fairs, reaching out to candidates on professional networking sites like LinkedIn, or directly contacting candidates who have been identified as a good fit for a specific role.

There are a few key things to keep in mind when direct sourcing candidates:

1. Be clear about what you're looking for.

When you're reaching out to candidates, it's important to be clear about the role you're trying to fill and the skills and experience you're looking for. This will help to ensure that you only approach candidates who are a good fit for the role, and will make it easier for them to determine whether they're interested in the opportunity.

2. Be prepared to sell your organization.

When you're contacting candidates directly, you're essentially selling your organization to them as a potential employer. This means that you need to be prepared to highlight the reasons why someone should want to work for your company, and why the role you're trying to fill is a good fit for their skills and experience.

3. Be respectful of people's time.

When you're reaching out to candidates, it's important to be respectful of their time and not to waste their time with long, drawn-out pitches. Be clear and concise about what you're looking for, and why you think the candidate would be a good fit for the role.

4. Follow up.

After you've contacted a candidate, it's important to follow up with them to see if they're interested in learning more about the opportunity. If they are, schedule a meeting or call to discuss the role in further detail. If they're not interested, thank them for their time and move on to other candidates.