Self Sourcing contingent workers is old school that is becoming hip again. Depending on the company's needs, hiring challenges and risk-appetite, they are targeting the external worker and contractor hiring lifecycle with different strategies in areas like sourcing, procurement methods to payment.
Here are the top 5 best strategies you can start with today
1. Get Listed in the #1 Staffing Directory: This is the simplest and cheapest way for companies to start self-sourcing without discomforting their staffing agencies. Most companies don't have a good reason on why they are secretive about which staffing agencies they use. Its just a tradition carried over from their Procurement of direct goods where the secrecy was required and often a competitive edge. However, in a war for talent, it is silly to make it difficult for people that are interested in working for you. Once companies overcome this fear, and try it, they start to see all kinds of benefits.
For example- AT&T had a problem with numerous staffing agencies claiming to hire for AT&T who were calling candidates and asking them for their Social security Numbers in order to submit them for open jobs. Candidates had no way of verifying if the staffing agency was real or fake or if this was a real requirement. After numerous complaints AT&T decided to publish its list of staffing vendors.
OnContracting offers companies interested in self-sourcing, a Staffing Agency directory as a light weight self-sourcing solution. Companies can let jobseekers register with their MSPs or their preferred staffing agencies. OnContracting maintains this preferred vendor list for them.
2. Permitting staffing agencies to use Client names in their job posts - When talent is hard to get companies can selectively allow the staffing agencies to use the client name in the job postings. Example- Google-Adecco staffing, Tesla-West Valley Staffing, Amazon-Integrity Staffing
3. Advertising contract jobs on own career site - The most progressive approach by a company in self-sourced staffing is when it posts its contract jobs directly on its career site right next to the full-time jobs. This is what Total Talent Management can look like in the future. Example- Facebook-ProUnlimited
OnContracting has a jobs tab exclusively for contract jobs that companies can leverage so that their contract jobs are posted publicly but not mingled with their fulltime jobs on their career page to keep it distinct.
4. Freelance Marketplaces- Many companies are now using curated talent pools from companies like UpWork Enterprise, and niche marketplaces like Wonolo for contract labor, Dribbble for designers, UpCounsel for lawyers, SketchDeck for Powerpoint presentations to access freelance talent around the world on an on-demand fashion. Exxon Mobil, Google, Expedia, etc. all have been mentioned as using them.
5. Self-sourcing independent contractors through Referrals and using a Payrolling Solution. Many companies encourage their hiring managers to find contractors on their own or through employee and Contractor Referrals. They then refer them to a pre-identified MSP or payrolling provider who charges a nominal (2-5%) markup to process the contingent worker as their employee so they can work for the client as a contractor. Example- AT&T-ZeroChaos, IBM-Collabera, Various companies-MBO Partners
Oncontracting offers companies, MSPs and staffing agencies the easiest way to build their self-sourced contract talent pool by allowing contractors to one-click register with them. Are you a company, MSP or staffing agency interested in Self-Sourced Staffing for contingent talent? Give us a call 650 503 4665