Staffing agencies and hiring companies spend a lot of time and money scouring for new talent across job boards and social media. Strategies like increasing candidate redeployment rates are often overlooked even though more focus there can save money and create a better experience.
In this blog (based on “Increase Redeployment By Improving the Candidate Experience” webinar), we learn six ways to tackle the redeployment challenge using technology.
1. Keep your database accurate and up-to-date
Ensuring your data is current will make it easier for recruiters to re-engage with candidates. Candidate data such as credentials, work setting preferences, geographic location, or types of roles they’re interested in will make sure the right job gets in front of the right candidate at the right time. Obviously updating your database is a continuous task but if you commit to keeping your data accurate, you can ensure that your candidates are getting information and jobs relevant to their experience and interests.
2. Engage with candidates across multiple platforms
Streamlining processes and engaging with candidates by taking an omnichannel approach to communication is another way to increase redeployment rates. The staffing agency should be able to provide a personalized experience for each candidate. This means keeping up with recruiting trends on social media and sharing, not just opportunities, but also really engaging content. It’s about lending that personal touch with the company branding, creating a memorable experience that leads to a conversation that keeps talent coming back.
In a time when it’s become easy to miss an email or ignore a call, texting has become the best and most convenient way to communicate – better still is direct chat. A relatively new strategy for finding candidates is by using mobile apps and paying special attention to app store optimization (ASO). This is also a great way to continuously re-engage with existing candidates, through things like branded notifications and in-app chat, and keep your agency top of mind.
3. Let candidates take the lead with self-serve options
It’s absolutely critical to keep thinking about how people want to work and the type of conveniences that they would understandably be drawn to. Mobile apps are about convenience as they can save user preferences and don’t require a login multiple times. But more importantly, it gives candidates a chance to look for work unpressured by in-person conversation and update their own information when necessary without having to schedule ahead. This in turn increases redeployment rates because the candidate can proactively raise their hand for opportunities (which also saves recruiters time).
4. Use automation to streamline and speed up hiring
For recruiters, automation cuts down on the time spent searching for candidates. Automation reminds them of that follow-up call they were supposed to make after onboarding or that candidate that just finished a placement. It serves to make the recruiter’s job that much easier.
From the candidates’ vantage point, automation helps them know what the next steps are in the hiring process. For example, tools in the staffing app that can send automatic messages to let the new talent know what to expect. It can also notify their point of contact in the agency to reach out to provide a personal touch.
5. Continuously monitor changes with your candidates
Tools that continuously monitor changes in the candidates’ status and history can help agencies quickly and efficiently vet, onboard and deploy candidates. Staffing platforms, for example, can alert your team to expiring documents or credentials. They can also provide push notifications that remind both recruiters and candidates in advance so that they’re never left scrambling for the information at the last minute.
6. Increase talent retention by harnessing your existing talent pool
Redeployment opens the doors to more opportunities for both the candidate and the agency. If you don’t try to place candidates that have already been vetted and deployed previously, chances are they will find another agency. Candidates want to partner with a company that continuously offers opportunities. It helps them build trust, loyalty and a career with the agency, which is the ultimate goal for both candidates and recruiters.
A lot of time is wasted searching for new candidates. If the goal is to fill and deploy positions and talent as quickly as possible, recruiting teams should first consider their existing database.
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