Can your tech stack transform your staffing operations? That question is one of the most intriguing ones posed at Bullhorn Engage and one that’s been on our minds ever since. Though the staffing and recruiting industry is a people business, the right blend of technology platforms can elevate a firm’s placements and profitability across the board, even for high-touch recruitment strategies.
Candidate redeployment is a fitting example. Redeployment reduces cost-per-hire, increases the ROI of relationship building, and offers an extra layer of endorsement for client’s consideration. However, it requires recruiters to invest extensive time and effort into building trust and staying here and now for professionals who are engrossed in their own lives. This is where your staffing tech stack makes the difference.
The scalability and interoperability of your technology tools determine whether your recruiters can engage with enough candidates to make redeployment profitable. Here’s a snapshot of how that works for your business:
Smoother Onboarding
Before we can get to redeploying candidates, we need to nurture them through the initial stages of their contract. A Jobvite survey found that 30% of workers have left a job within the first 90 days of starting, putting a significant burden on the onboarding process as well as the overall job experience. For candidates to feel like their transition into a new role is low-effort and coherent, there needs to be smooth integration between key elements of the tech stack.
From the candidate’s perspective, there shouldn’t be any hiccup as they transition from job seeker to contract worker. Any self-service HR portal that you provide should work from day one. Only when your ATS and HR payroll systems are interconnected and sharing a centralized database rather than siloed data kept in isolation will you achieve that level of functionality. Staffing firms that automatically transition new hires into their payroll system, autoloading bill rates, start dates, and other pertinent information into HR platforms, will keep more candidates engaged from the start.
Ongoing Engagement
Let’s be honest: candidates don’t spend much time thinking about your recruiters or staffing firm unless you give them reasons to remember you. Phone calls, emails, text communications, and even face-to-face visits are the foundation upon which a candidate’s loyalty is built. Organizations that include talent engagement platforms that are interoperable with their ATS or CRM enhance the ability of their recruiters or consultant care specialists to juggle more communications at once. We’ve implemented Sense and other automated engagement tools to help our clients maximize their redeployment strategy with scaled-down human involvement.
Here’s an example. Let’s say you have 30 ongoing temporary contracts, 50 of which are concluding in the next 90 days. Having a unified tech stack allows you to set conditions in your ATS so that as your contractors approach their end date, an automated drip campaign initiates.
Emails can include an overview of the offboarding process, some helpful content about career advice, or even a request to schedule time to discuss next steps and opportunities. Whatever you include in this process, a greater number of candidates stay engaged with your business, allowing your internal recruiting staff to spend most of their time building relationships with candidates who will actually redeploy.
Thinking Holistically
There are so many tools, but large and small, that need to function together without issue for your redeployment strategies to yield results. Yes, it can be difficult to understand how all the intricate mechanisms of the redeployment process fit. However, when your platform do synchronize, your candidates will have prolonged positive experiences with your firm, treating you as more permanent fixture of their job search.