It’s time to call in help. Are you one of many companies expecting an increase in the 2025 contingent requisition volumes? Are your hiring managers frustrated with inconsistent talent quality and time to fill their positions? Do you question if you are leveraging your brand in the most efficient way? You know you need an effective Direct Sourcing strategy, and issuing a Request for Proposal (RFP) is the next step.
So, how can you ensure you are prepared to launch an effective Direct Sourcing RFP? We’ve put together a comprehensive checklist designed to guide you through the process, helping you articulate your needs and evaluate potential partners.
1. Create a Business Case
The foundation of any successful program is a solid business case. This document should clearly outline the objectives, expected outcomes, and benefits of the proposed workforce management partnership.
2. Get Approval for Your Business Case
Having a business case is one thing; getting it approved is another. Make sure you present your case effectively to the relevant stakeholders to secure their support.
3. Establish a Target Go-Live Date
Timing is critical in any initiative. Establish a realistic go-live date and communicate it clearly to all stakeholders involved. This helps set expectations and fosters accountability.
4. Define Your Program Scope
Clearly outline the scope of your program. Consider what Business Units, Locations, and Job Titles will be included. A well-defined scope prevents scope creep and keeps the project on track.
5. Engage Stakeholders
Identify and engage all stakeholders who will be involved in the program. This includes not only internal team members but also external partners and clients who might be impacted by the project.
6. Identify an Executive Sponsor
Having an executive sponsor can provide critical support for the program. This person should have the authority and influence to help navigate challenges and drive the initiative forward.
7. Access Yearly Program Data
Having at least one year of robust data extended workforce data allows you to identify trends, assess program effectiveness, and understand what adjustments may be necessary moving forward. This data should include the following:
- Total Spend: Understand your overall expenditure in the program.
- Spend by Location: Identify where your budget is being utilized geographically.
- Headcount by Location: Assess the workforce distribution.
- Spend by Job Title: Analyze how much is spent on salaries for different roles.
- Headcount by Job Title: Know the number of employees in each job category.
- Average Tenure: Be aware of employee tenure, which can influence retention strategies.
- Average Time-to-Fill: Measure the efficiency of your hiring processes.
- Average Pay Rates by Job Title: Benchmark your pay structure against the market.
- Ratio of W-2 to 1099 Workers: Understand the mix of your workforce types to comply with regulations.
- List of in-Scope Job Titles and Job Descriptions: Clearly define the roles included in your program.
- List of in-Scope Locations: Identify all geographical areas involved.
Setting the Stage for Effective Workforce Management Partnerships
Now, you’re ready to initiate an RFP for Direct Sourcing. An effective RFP reflects your commitment to streamlining workforce management and attracts the right partnerships. Take the time to carefully consider each item on the checklist. This preparation will clarify the goals and requirements of your Direct Sourcing program and set the tone for the entire partnership. Not sure where to start? With nearly thirty years of experience in Talent Solutions and Extended Workforce Management, our team of experts is here to guide you through the process. Contact us today.
