In this article, we are highlighting actionable best practices for your candidate redeployment and reengagement processes.
Recruitment doesn’t stop after the first placement. See how to optimize and streamline candidate redeployment in this best practices article.
You’ve onboarded your newest placement and you’re ready to move on to your newest job order and restart the recruitment cycle. But the cycle isn’t yet complete. One of the biggest missed opportunities in recruitment is the continued placement (or redeployment) and re-engagement of your candidates.
With candidates who have been placed in temporary or contract assignments, you know the terms of their employment, have the dates in structured fields in your Tracker ATS (!), and can begin re-engaging them for their next assignment before the end of their contract.
By the way, you don’t have to just focus on placed candidates. Often, rejected candidates are also a great resource for redeployment as they could be a fit for many other opportunities in your pipeline. And trust us, they are probably more than happy to be re-engaged with more opportunities!
Furthermore, reengaging and potentially redeploying past candidates helps create a great candidate experience. It even impacts your bottom line. Check out this article about what lack of communication and a bad candidate experience can cost your company.
This is the LAST post in our recruitment optimization series. We’ve covered the recruitment process from beginning with job posting and are now completing it with candidate redeployment and re-engagement. Check out our recent posts in the series including Job Posting, finding qualified talent through Candidate Sourcing, Engaging Applicants, Interviewing, and Onboarding.
So what does your reengagement and continued placement process look like? If it’s nonexistent or lacking, we’ve got just what you need to reengage and redeploy your candidates.
How to Optimize (Make It Better) Candidate Redeployment
Step 1: Track Candidate’s Assignment with Structure Data
Make sure you know when each candidate is nearing the end of their placement, especially for those who are in temp or contract work. Adding a reminder to your calendar or adding a task to your to-do list in your ATS is one way.
A better way.
Use a structured date field in your ATS to track candidates’ last day of assignment. Set a reminder trigger for this activity on day 1 of your candidate’s assignment.
Step 2: Begin Candidate Redeployment Sequence
Next, when the reminder trigger populates on your activity list, launch a sequence of emails and texts to reengage your on-assignment candidate.
The emails are ideally dynamic and can even highlight jobs that are a great fit for you candidate’s next assignment. A series of touch points via email and text will help you candidate feel supported as well as keep them engaged.
Specifically for candidate redeployment, we recommend creating sequences based on specialty, job type, or any other searchable fields in your ATS for more customized communication.
Depending on the cadence and how many email steps you have in your sequence, you will most likely want to have the sequence trigger a few weeks prior to the candidate’s last day of assignment.
Checklist for Redeployment Sequence.
- Matched Job Opportunities in Their Specialty/Location/Field
- Resources including Interview tips, Relocation Considerations, Etc
- Relevant Blogs for Their Status and Job Type
- Next Steps for Redeployment or Application Process
- Candidate Satisfaction Surveys
- Preference Questionnaires
- Qualification Forms
While they may have completed their last placement, it may not be something they want to pursue again. A survey is a great tool to gauge their current interests to match them up with open positions.
Integrate Surveys with Custom Web Forms.
With Tracker’s custom web forms, you can integrate your surveys, questionnaires and qualification forms directly into Tracker structured fields. This enables you to filter and search by these criteria down the road!
Additionally, satisfaction surveys and preference questionnaires give you more insight for future placements as well as they show the candidate you care about their experience.
Key Features & Time-Savers:
- Structured Date Fields
- Custom Web Forms
“We are able to reach out to clients, prospective clients and candidates in much easier fashion, with higher touch points and better results. The data and KPI’s in Tracker are also fantastic.” – Eric E.
Have some candidates who didn’t get the latest job they applied for? Check out this article to send candidates about why they should consider reapplying!
Building Better Candidate Redeployment Processes
Tracker offers intuitive and time-saving features to support your recruitment team in redeploying and reengaging your most qualified candidates, efficiently. Our multitude of candidate tracking, engagement, and management features allow you and your team to work smarter, not harder for all around success.
Want to see how much time our Candidate Redeployment features can save your recruitment team? Contact us for a free demo of these features along with recruitment workflow optimization insight. 👇
This is the final article in our Recruitment Funnel Optimization blog series. Check out the entire series here. And, be sure to subscribe to be alerted to future insight articles, best practices and other job recruiting tips.
Tracker helps recruiting and staffing firms build better processes, workflows, and revenue every day. Over the last 15+ years, we have developed Tracker into a leading cloud-based Recruitment, Applicant Tracking and CRM Software provider serving staffing and recruiting firms across the globe.
Contact us today to receive a free demo of our productivity-boosting features.