Business growth or downsizing is a simple fact of life. In fact, there are many reasons why your company may need to increase or reduce its workforce which we will get to later. But the big question we’re asking today is; are you ready for the change?
Before we tackle that question, let’s break down what this relatively new term means.
What is scalable sourcing?
Scalable sourcing is the ability to increase or decrease your sourcing efforts when the need arises.
Unfortunately, it’s not just a matter of placing more ads or sending out more emails. If only it were that simple.
A scalable sourcing model requires two key components.
- The right technology that can meet the demands of both small and large sourcing campaigns.
- The ability to adjust your recruitment team size in accordance with your goals.
The right tech shouldn’t be too difficult as most recruitment software (and software in general) is designed to be scalable. However, the cost to scale to a larger campaign can, in some cases, be prohibitive. So bear that in mind.
As you can imagine, adding or removing members from your recruitment team is another matter entirely. But it is possible.
When is it needed?
A company’s needs tend to fluctuate as they go through the inevitable peaks and troughs every business experiences.
In periods of rapid growth, they may need to expand departments and increase productivity. And this means that they’ll need to hire more employees. This is also true for short-term projects that the current workforce doesn’t have the capacity to handle alone.
However, running a successful business isn’t just about growth. During those less than successful periods in the company’s lifespan, downsizing by reducing the number of employees or tightening the budget is hugely important.
In both scenarios, having a scalable sourcing model gives a company the ability to easily adjust their sourcing efforts according to their needs.
Is scalable sourcing really that important?
In a word, yes.
Let’s take a look at those two scenarios we mentioned above.
Periods of growth
If a company experiences sudden growth, it needs to be able to scale productivity to meet the demands of their clients and customers. This often means more skilled staff are required. But there’s only so much a two-person recruitment team can handle and so the team needs to expand.
However, hiring new recruiters takes time and the company’s recruiters are already busy enough trying to find those new employees. You can see where we’re going with this, right?
Without a scalable sourcing model, the company is left struggling to meet the demands of their clients and a golden opportunity for growth may pass them by.
If a company needs to downsize, often the first thing they do is reduce their workforce. It’s the easiest way to save money and makes the most sense.
This also means that their sourcing and recruitment requirements have changed. They may no longer need a large team as they have no plans to hire in the near future.
Keeping that large team on the books might ensure that the company has an incredible candidate pipeline in place for the future but it also eats into their budget.
If they had a scalable sourcing model in place, they could reduce their recruitment budget without the need to put anyone out of work.
So how to plan for it?
There is of course the obvious argument that recruitment agencies were made for this exact purpose. They can swoop in when required and fly the coop when their services are no longer required.
This is true but recruiters that work at agencies often have to juggle several clients at a time. They work under enormous pressure to deliver as many candidates as they can in as short a timeframe as possible. It takes a superhuman effort and we tip our hat to those that work so tirelessly to hit their targets.
Unfortunately, through no fault of their own, their unrealistic targets can result in a dip in the quality of candidates. And we all want the best of the best so we’re not sold on this particular approach when the focus of a recruitment drive is to find highly-skilled candidates.
Thankfully there is a different approach. One that allows instant scalability without compromising on candidate quality, and requires no hiring or firing of recruitment team members.
If you haven’t guessed yet, we’re talking about vsource.
As you may already know, vsource uses a combination of AI technology and human intuition to source the best candidates in the field.
But why does that make us a good option for a company looking to implement a scalable sourcing model?
Every one of our clients has their own tech-enabled sourcing consultant who works in tandem with their in-house recruitment team. Our sourcing consultants work hard to cultivate a good working relationship that allows them understand precisely what the client needs from their candidates.
When it comes time for a company to scale up their recruitment, we simply expand their dedicated vsource team to meet those demands. And should the company decide to rein in their efforts, we downsize our team accordingly.
This means that a company no longer has to worry about meeting the demands of a sudden period of growth. In fact, with our sourcing consultants saving recruiters up to 20 hours per week, the in-house recruitment team should be able to easily handle the extra workload.