Building a Winning Direct Sourcing Program: A Case Study

How this medical manufacturing company built a direct-sourcing strategy so proactive, jobs fill 35 days faster and they save 20% per hire

As head of workforce solutions, Paul implemented a managed staffing program (MSP) to attract allied healthcare talent. But the MSP wasn’t working.

Rejection rates remained high, jobs still took too long to fill, and retention rates hovered around 25%. Part of the problem is that the entire process is reactive, as talent sourcing doesn’t begin until job reqs are submitted.

So, Paul created a direct-sourcing (DS) program that’s so proactive, the business now secures talent better, faster, and cheaper.

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The candidate assessment process that’s so fast and accurate, jobs fill 35 days faster and retention rates rose by nearly 3x (from original 25% to 73%).
Their strategy for flowing 10x more people through the acquisition process, move them faster, and keep them engaged.
How they lowered bill rates 20% by controlling both hard and soft talent acquisition costs.
How they intentionally designed such a positive talent experience, their NPS is nearly 4.5x higher than staffing agencies (18 vs. 80).
And much more.