One Question That Will Raise Your Redeployment Rate

When recruiting temporary or contingent labor, you need to build strong relationships with candidates. In a landscape where talent is constantly on the move, building relationships is not just a strategy; it’s a necessity.

Before the end of a successful assignment or placement, a recruiter needs to ask one important question. “What do you want to do next?” Implementing this one question into your redeployment automation strategy can profoundly affect your success as a recruiter.

The question is crucial for a candidate engagement plan. It serves as a reminder to candidates that their recruiter is not only a job matcher but also a career supporter. Asking this question at the right time and with genuine interest can provide a valuable impact on your sourcing and placement processes.

When Do You Think You Should You Ask This Question?

Timing is crucial in candidate engagement. It’s not just about what you ask; it’s also about when you ask it. A good rule of thumb is that for a 12-month assignment, you should introduce this question three months before the end of the assignment.

The timeline provided allows the client to thoroughly evaluate and assess the candidate’s suitability for a long-term job opportunity. By allowing ample time, the client can closely observe the candidate’s performance, skills, and compatibility with the company culture. The client has a long time to evaluate the candidate. They can assess if the candidate can do the job, handle difficulties, and help the organization achieve its goals.

Additionally, the extended timeline allows for multiple interactions and evaluations, such as interviews, assessments, and reference checks, ensuring a comprehensive assessment of the candidate’s qualifications and fit for the current customer or the next placement.

Clients are given time to make their decisions, and the recruiting firm ensures the candidate’s experience remains positive.

By asking, “What do you want to do next?” you can have many conversations that will influence where the candidate goes.

  1. Reflecting on the Current Placement: Candidates can share what they enjoyed about the current placement, helping you understand their preferences and match them with similar opportunities.

  2. Continuation with the Current Client: Some candidates might be interested in continuing with the current client, giving you a chance to secure extended contracts and strengthen client relationships.

  3. Skill and Experience Gained: Candidates can discuss the skills they’ve acquired during the assignment, enabling you to identify roles where these newfound skills can be valuable.

  4. Educational Pursuits: If candidates pursue additional education or certifications, you can align opportunities that complement their learning journey, enhancing their marketability.

  5. Future Goals: Understanding candidates’ long-term goals enables you to proactively search for placements that align with their aspirations, fostering a loyal and lasting partnership.

This proactive approach not only nurtures candidate relationships but also saves recruiters time, reduces hiring costs, and streamlines the placement process. Candidates are more likely to contact their recruiter when they feel that the recruiter cares about their career. This is especially true when they are looking for a new job.

redeployment rate strategy by SmartSearch

In the competitive landscape of recruiting, having the right tools is essential. SmartSearch is a strong system that helps recruiters engage with candidates and manage relationships effectively. With SmartSearch, you can easily track candidate preferences. You can also monitor their education progress. Additionally, you can stay updated on their career goals. This way, you can always meet their needs.

Candidate Engagement: A Critical Component for Successful Recruiting

In today’s job market, candidate engagement isn’t just a strategy; it’s a fundamental requirement for successful recruiting. By fostering meaningful relationships through thoughtful questions like “What do you want to do next?”, recruiters can transform the way they connect with talent. These interactions help candidates find suitable opportunities and enable recruiters to make placements that match candidate goals and client requirements.

Remember, in the realm of contingent labor, relationships matter. The bond you forge with candidates today can translate into long-term success for both your candidates and your recruiting firm. So, ask the right questions, engage meaningfully, and with the right tools like SmartSearch’s ATS & CRM, watch your redeployment rates soar, giving you the competitive edge you need in the ever-evolving world of recruiting.

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