The staffing shortage in the US has caused a fluctuating recruitment cycle. As a result, the conventional recruitment definition has evolved. Hiring managers are now looking for substitute talent acquisition channels. The focus on candidate redeployment has increased as a result. Many alternatives are being deployed to make up for the scarcity of talent pool in the market. For instance, hiring managers are now promoting the concept of recruitment marketing. Talent acquisition experts now recommend hiring teams to recruit like a marketer. The likes of discovering the well-suited talent increase manifolds by incorporating recruitment marketing. But what exactly is recruitment marketing?
What is Recruitment Marketing?
“Recruitment marketing is about the tools and techniques to create engaging job postings. It should not only engage the job seekers towards your company. It should make sure to take them on board in the end. Recruitment marketing is like customer-centric digital marketing with one exception. In recruitment marketing, you sell your company brand to attract a talented pool. Unlike selling the products to clientele in conventional marketing.”
The top 6 advertising techniques to market your job postings include:
- Strategic Creativity
- Redefining the JDs
- Remarketing
- A personification of Ideal Candidate
- Branding
- Data-Driven Analytics
Are you interested to know more about recruitment marketing? read our detailed blog on 6 Advertising Techniques to Market Your Job Postings
What is Candidate Redeployment?
In the world of recruitment marketing, redeployment is one of the most common jargons. Yet, the importance and significance of redeployment candidates are often underestimated. This section of the blog will cover:
- Why redeployment is important?
- How to improve redeployment rates?
- And how to measure the success of redeployment?
Redeployment is about engaging the existing contracted employees before their current contract expires. It is about extending the offer to current contractors but with a new contract. Instead of letting the contractors lose in the market, you keep them for yet another contract. In this way, you save up the time to fill, avoid the onboarding costs, and training of new employees. Redeployment reduces your frequency of visiting job posting platforms for new recruitments. Instead, you can use your experience with current employees and offer them a new contract. Moreover, companies can also avoid the costs associated with new hires. Read more about The Non-Billable Expense of In-house Talent Acquisition.
Fundamentals of Improving Redeployment Rates
The first time you engage a candidate into an agreement, you build a relationship with them right on. The first step is to maintain this relationship beyond the contract agreements. It means you have to maintain consistency to stay in touch with them. It builds trustworthiness as well as corporate bonding. This bond strengthens by taking feedback on their experience with the contracting party. Valuing candidate feedback and improvising future activities increase the likelihood of candidate redeployment. By proving yourself a reliable resource, you earn their trust back. As a result, barriers in the way of redeployment come down. Hence, a strengthened and lasting corporate relationship nourishes from both ends.
Measuring the Redeployment Candidate Rates
When it comes to calculating candidate redeployment rates, the mathematics is pretty simple. All you need to measure is the number of employees re-contracted after the last contract. The mathematical Equation follows:
Employee Redeployment Rate =
(Total Contractors – Re_Contracted Employees)
Total Contractors
Since redeployment is essential to optimize recruitment KPIs, measuring its rate is crucial. But, the frequency of measurement-cycle depends upon the organizational size. You can measure it quarterly or on a bi-annual basis for a small to mid-sized staffing agency.
Standard Algorithm to Optimize Candidate Redeployment
First things first, staffing agencies should maintain data-driven analytics of all their contractors. The rest of the algorithm streamlines once your data aligns.
Data-Powered Candidate Analytics
When a contractor is completing his duration, recruiters get in touch for redeployment. It should happen before the candidate heads toward the competitors in the market. There are many ways to manage data-powered alerts. Staffing agencies usually deploy content management systems to keep up with time-sensitive data. A more organized approach is to store all contracts’ data in an applicant tracking system. An ATS is a database to store information of every employee, be it a temporary or a long-term contractor. The ATS keeps a track of employees and the expiry dates of all the contractors. In this way, when a contract is about to expire, it sends automated alerts to recruiters to do the needful. The foremost needful at such a point is to approach them for a smooth redeployment process.
Establishing Communication
Once the ATS has sent alerts about contracts expiring soon, recruiters need to establish communication with them. This sequence should start when a contractor is already assigned to a job. In this way, you reach out to them when they are themselves looking out for a safe end. This communication can be established across different channels. For example, you can use email, text messages, LinkedIn, et. c. This communication is essential since it highlights prospective jobs for the candidate. Hence, you provide future job options to employees before their existing contract expires. Candidates feel empowered and engaged to have options at hand. And the organizational goal of employee redeployment meets too.
Integration of Feedback Mechanism
The success of redeployment depends on prior candidate experience with the staffing agency. One of the easiest ways to win candidates’ trust is to embrace their feedback. But, this feedback mechanism should not begin from the candidate’s end. The reason is that such feedback is the last step before quitting. When staffing agencies call for feedback, candidates feel valued and taken care of. You can send feedback requests in many ways depending upon the size of your contractors. You can send out customized web forms with dedicated data fields to collect feedback.
About RecruitBPM
RecruitBPM is a market leader when it comes to optimizing candidate redeployment rates. Our ATS is cost-effective, and time-saving software. It is a data-driven dashboard that keeps all the essential information on track. Request a free demo ATS today to check out the features of our Applicant Tracking Software.
