Broaden Diversity via Direct Sourcing Technologies

Technology exists to improve our lives.  We use it to be more efficient, productive and innovative.

For the Talent Acquisition and/or the Supplier Diversity Manager, consider how technology can impact Diversity, Equity and Inclusion initiatives.  Here are the ways technology can move your DE&I strategies forward with scope and scale.

Attracting Diverse Candidates.   

    • Messaging.  A company’s brand is a critical component of direct sourcing. By advertising your company’s DE&I goals and values to potential candidates via the Direct Sourcing portal you can cast a wider net and reach a more diverse pool of candidates.
    • Values. Candidates today and those of future generations, emphasize the importance of a company’s values when considering where to work. This consideration is true even for contingent workers. With a direct sourcing technology in place, the organization’s value proposition; e.g. important messaging, can be used in its advertising of contingent role opportunities across the web, social media, and job boards.
  • Job Boards.  There are countless job boards and services organizations focused on underrepresented communities.  Direct sourcing technologies that integrate with these sites, to advertise job opportunities, will instantly grow a strong diverse talent pipeline. 
  • Referrals.  Referrals are the number one source of talent for full-time hiring. In the Contingent Workforce realm, the encouragement of referred contingent labor candidates has strong pull in recruiting diversity.  

Measure and Monitor

What’s next? The direct sourcing technology will bring reporting and analytical efficiencies to your Contingent Workforce Program. Diversity dashboards in the direct sourcing solution, can easily categorize diversity data, analyze the status of the pool diversity and be used to devise or adjust the aforementioned strategies, e.g. talent attraction tools; diversity sites, referrals, and messaging in job advertisements.

DE&I across the entire workforce, including contingent workers, is a commitment the organization must make at every level.  Leveraging technology like direct sourcing platforms does make it easier to follow through on those commitments. 

By Jim Coughlin

For more information go to

Like the article?  Don’t forget to share …


If you run a Contingent Workforce Program at a Fortune 1000 Company, your membership is on us!  Gain Buyer Insights; join a Mastermind pod and attend our virtual conferences to build your own network and continuously improve your global talent programs. Thanks for being a part of ClubVMSA!

By submitting this form, you agree to receive emails from ClubVMSA

The Communications Decency Act or “CDA”, 47 U.S.C. § 230(c)(1), states, “No provider or user of an interactive computer service shall be treated as the publisher or speaker of any information provided by another information content provider.” Because the information supplied to this list is authored by users of VMS Accelerator’s, Inc. site, we cannot be legally regarded as the “publisher or speaker” of that information. The same law applies to sites like Facebook or GlassDoor – users who post information on these sites are responsible for what they write, but the operators of the sites are not. This is also consistent with our website Terms of Use.

The reasons for this law are to protect free speech and to encourage the availability of information on the Internet. See generally Batzel v. Smith, 333 F.3d 1018, 1027-28 (9th Cir. 2003) (recognizing, “Making interactive computer services and their users liable for the speech of third parties would severely restrict the information available on the Internet.”). See also Caraccioli v. Facebook, Inc., 167 F. Supp.3d 1056, 1065 (N.D. Cal. 2016) (purpose of CDA immunity is “to spare interactive computer service providers the ‘grim choice’ of becoming fully responsible for third-party content” by permitting them some ability to edit third-party content without also becoming liable for all defamatory or otherwise unlawful messages that they do not edit or delete.) We cannot possibly monitor the accuracy of the huge volume of information we are receiving for this list. If interactive websites were liable for information that the site did not create, this would restrict free speech, as fewer and fewer sites would be willing to permit users to post anything at all.