A direct sourcing program helps an organization attract and engage contingent workers through its own brand and talent relationships. Candidates join a talent pool, where a recruitment team keeps in touch with them and considers them for suitable assignments. A specialist partner can manage this work on the organization’s behalf.

For example, a financial services business may regularly need temporary customer support staff. A direct sourcing program allows it to develop relationships with people interested in those assignments, including candidates who have previously applied or worked there.

Building the program involves deciding which roles it will support, how candidates will be engaged and how selected workers will start their assignments.

Which roles should the program cover?

The starting point is the organization’s contingent hiring demand. Recruitment and procurement teams can review the roles being filled, their locations, assignment lengths and how often similar requirements return.

Recurring needs provide a practical starting point. If several departments regularly recruit analysts with similar skills, the program could build a shared talent pool for those assignments.

The requirements still need to be specific. Two roles with the same title may involve different systems, working hours or levels of experience. Understanding those differences helps the recruitment team attract people who could realistically do the work.

How are candidates attracted to the talent pool?

The organization’s brand gives candidates a recognizable connection to the opportunity. Its careers channels, relevant campaigns and referrals can explain the contingent work available and invite people to express interest.

Previous applicants and former workers may also be interested in future assignments. Their experience of the organization can provide a useful starting point for a new conversation.

Candidates need to understand what they are joining. A talent pool registration is an expression of interest, rather than a confirmed assignment. Information about typical work, locations and engagement arrangements helps people decide whether to stay connected.

AMS’s guidance on direct sourcing emphasizes both the employer brand and a clear explanation of what the organization offers contingent workers.

What does talent pool curation involve?

Curation is the ongoing work of understanding candidates, keeping their information current and connecting them with relevant opportunities.

A profile may show the right experience, but the recruitment team also needs to know whether the person is available, interested in the location and comfortable with the assignment’s terms.

For example, an analyst who joined the pool six months ago may now be committed to another project. Another candidate may have completed training that makes them suitable for a wider range of assignments.

Communication needs to reflect those circumstances. Relevant opportunities and occasional availability checks give candidates a reason to respond. AMS identifies maintaining relationships with contingent talent as a central part of a direct sourcing program.

How does a candidate move into an assignment?

An approved staffing request gives the recruitment team the details needed to search the pool. The team confirms candidate interest and suitability, then follows the employer’s agreed selection process.

Once someone is selected, the engagement arrangements need to be completed. These include confirming the contracting or employing organization, payment arrangements, required checks and onboarding responsibilities.

“Direct sourcing” describes how talent is found and engaged; it does not necessarily mean the client employs every worker directly. AMS’s Direct Sourcing Accelerator, for example, brings together curation services, talent pool technology, a vendor management system and an employer of record.

Candidates should know which organization to contact about their assignment, pay and day-to-day work.

What technology supports the program?

Talent pool technology holds candidate information and supports communication. A vendor management system can connect the sourcing activity with staffing requests, assignment records and the wider contingent workforce process.

In an AMS program for a financial services organization, dedicated talent pools were supported by talent pool technology and integration with the client’s existing VMS.

The practical aim is to keep information connected. Recruiters need to know which requirements are approved, managers need visibility of candidates and the program team needs accurate assignment dates.

How should employers measure progress?

Review whether the program is producing suitable candidates and completed hires for the roles it covers. Useful measures include:

  • The proportion of eligible assignments filled through direct sourcing.
  • Time from an approved request to a confirmed start.
  • Candidate progression and offer acceptance.
  • Assignment completion and repeat engagement.
  • Candidate and hiring manager feedback.

Pool size provides context, but availability and suitability determine whether it can meet demand. Reviewing unsuccessful searches can reveal missing skills, outdated information or terms that candidates are unwilling to accept.

AMS Branded Direct Sourcing supports employers in building and managing these relationships as part of their contingent workforce program.