Direct recruitment

With the New Year upon us, you’re probably starting to think of different recruitment techniques that will help move the dial for your company. Looking back at the last few years, there’s been a definite shift toward the importance of employer branding, smart inbound recruitment, improving the candidate experience, and using big data and AI to find the right candidate. As the technology needed to streamline these modern recruiting techniques becomes more sophisticated, expect each of these trends to become more prominent this year. But, while modern and technology-driven recruitment methods are definite game changers, you should never forget about the tried and tested traditional techniques for hiring candidates. Consider these modern recruiting techniques as a second layer to your overall strategy. With much movement in job markets throughout the world, are the recruitment tools and techniques we currently use appropriate for each shift in the industry or do we need to move forward in line with the times? Today’s workforce and recruitment landscape It shouldn’t come as a surprise that we’re in the middle of a massive demographic shift in the working world. Here are just a few of the • More and more Baby Boomers are retiring, leaving a • Gen Z is now joining the workforce, along with Millennials. • But there are still not enough Millennial and Gen Z workers to replace all retiring Baby Boomers. • A rising gig economy, where more and more people will work as • A continued s...

The staffing industry plays a crucial role in the success of all sizes of companies — from the largest enterprise organizations tosmall and midsize businesses (SMBs). While some organizations opt to hire personnel using an internal human resources team, many choose to rely on the expertise and extensive resources of a reputable staffing agency or headhunter. When hiring for a new position or filling a vacant one, organizations can choose one of three main ways to do so with a staffing agency: • Dire hire (also known as direct placement), • Contract to hire, or • Contract or temporary hire. Here, we’ll take a closer look at direct hire staffing from a professional recruiting agency to help you decide whether it’s the right way to go for your organization. What is Direct Hire Staffing? Direct hire staffing, which is also called direct placement, is typically performed by a recruiter at a professional staffing agency. This type of hiring results in the immediate placement of the individual on the payroll of the end-user client, and it usually involves a full-time position. Direct hire staffing In both contract to hire and temporary staffing arrangements, the worker is on the payroll of the staffing agency rather than the company where they’ll be working. So why might you choose direct hire staffing and what are its advantages and disadvantages? The Benefits of Direct Hire Staffing Direct hire staffing by a staffing agency offers arange of advantagesfor both the candidate who ...

While attracting and retaining top talent has always been a cornerstone of successful business, the way that companies are connecting with workers is changing. The COVID-19 pandemic, coupled with a fragile business landscape and rising unemployment, has exacerbated the need for contingent workers . This has led to a shift away from traditional recruitment methods, with companies utilizing direct sourcing as a means of quickly filling vacant roles. Key Takeaways 1. Direct sourcing is the process by which an employer develops its own candidate pool to leverage contract, casual, or freelance workers — known as contingent workers. 2. 90% of HR professionals anticipate that their company’s contingent workforces will grow or remain the same size in the next three years. 3. Direct sourcing often results in cost reductions, faster hiring, and the ability for companies to engage with proven talent. 4. The top direct sourcing solutions include Managed Direct Sourcing, Freelance Management Systems, Talent Marketplace, and Talent Network. 5. Alternatives to direct sourcing include external recruitment, employment agencies, and active sourcing on job boards and social media. In recent findings published by the HR Research Institute, 90% of HR professionals anticipate that their company’s contingent workforces will grow or remain the same size in the next three years. In addition to these findings, many employees are choosing to prioritize flexibility over stability, opting for project ...

There are many different types of recruitment methods that organizations use to attract the best staff. Not every job has the same requirements, and each company has different needs. That means employers have to use hiring tactics that will match their environment and appeal to the candidates they’re looking for. Various types of recruiting methods can be used within the same business, depending on the role and the department. For example, if you’re in manufacturing, you’ll have design, technical, marketing, sales, finance, admin and artisan roles to fill from entry to executive level. You can’t use the same hiring methods to find the best candidates within each division. What is best: internal or external recruitment drives? Neither is better than the other. There are pros and cons to both, depending on your business and the job you need to fill. So what’s the difference? Briefly, internal recruitment is when you source candidates to fill a role from within your existing workforce. External recruitment is when you go outside of your company to attract people you’ve never met before. ‍ Internal recruitment can be a massive time-saver because there isn’t a protracted interview and ‍ External recruitment brings in new ideas, a fresh approach and renewed energy. But it is a costly and time-consuming process. Candidates have to be sourced, interviewed, assessed and verified before making a hiring decision. The 12 best recruitment methods you need to know about Every recruiter ...

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For Professionals • How High5 Compares • About Us • Resources • Blog Posts • Case Studies • eBooks • Guides • News • White Papers • Contact Us • Home • Why High5 • For Employers • For Recruiters • For Professionals • How High5 Compares • About Us • Resources • Blog Posts • Case Studies • eBooks • Guides • News • White Papers • Contact Us The direct sourcing recruitment model is suitable for every type of employer, no matter whether you are acquiring a flexible workforce on a rolling contract basis, or trying to fill a niche position. This involves partnering with a reliable talent pipeline organization to facilitate direct access to highly experienced and upcoming professionals. At High5, we oversee an international pool of talent, with every candidate being vetted by experts. As a result, employers can receive quicker access to an array of talented individuals for a streamlined approach to recruiting. While partnering with a third party is the best way to conduct a direct sourcing strategy, there are a few ways that you can implement the model within your regular human resources or recruitment team. In this blog post, we will outline the best direct sourcing tips for use in the recruitment process, and explain the benefits you can expect to receive. What does direct sourcing recruitment mean? Direct sourcing recruitment is the act of using a professional organization, such as High5, to source suitable candidates for your company’s vacancies. We work with your brand to lev...