The pandemic brought home the fact that organizations must have visibility across their entire workforce, both permanent and contingent, and be able to control the scale of that workforce when the situation demands. Considering this, organizations are placing greater emphasis on Total Talent Acquisition (TTA). TTA refers to an integrated view and the adoption of common strategies and technologies across all talent categories and alternatives – including permanent talent and the contingent workforce – to attract, nurture, and hire quality talent that would serve an organization’s talent needs.

While TTA has been a buzzword for several years now, its implementation has been slow due to challenges such as organizational silos and technological constraints. Most enterprises have failed to find a starting point to actuate their TTA strategies. Direct sourcing, which involves leveraging an enterprise’s employer brand as well as digital and data-driven approaches to create, curate, acquire, and engage talent pools to serve its hiring needs, is fast emerging as a gateway to TTA for organizations.

This report explores how direct sourcing can act as a bridge between permanent and contingent talent acquisition practices to achieve TTA.

Scope

Industry: all industries

Geography: global

Contents

This Everest Group survey-backed research answers how enterprises can leverage direct sourcing to fulfill their TTA aspirations by exploring:

• What is the current state of TTA adoption and what are the challenges associated?
• What are the enterprises’ expectations from direct sourcing and the challenges in adoption?
• How can direct sourcing technology act as a gateway to TTA?
• What are the implications/considerations for the enterprises?

Membership(s)

Contingent Workforce Management Services

Sourcing and Vendor Management