Redeployment is celebrated as the tool all IT staffing pros must add to their strategies. The urgency to add redeployment to IT staffing strategies stems from a reported eight-year high of employee quits-to-layoffs ratio.
Data trends, like this, prove job seekers are confident in their ability to land new roles. In fact, 20 percent of job seekers in Jobvite’s 2019 Job Seeker Nation Survey say it’s easier to find jobs this year than last year.
The Cambridge Dictionary defines redeployment in the workforce as moving employees to a different place or using them in a more effective way. In the IT staffing industry, this means moving IT candidates between clients as their contracts come to an end. This movement is crucial to your strategy’s success because it keeps highly-qualified IT talent within your valuable pipeline.
To keep your redeployment numbers high — and contractors satisfied and out of the hands of competitors — here are the steps you need to take:
1. Don’t be on time, be early
There’s an old adage that states, “if you’re early, you’re on time, if you’re on time, you’re late, and if you’re late, don’t bother.” Contractors are well aware when their employment with a client is coming to a close. This means they’re likely looking for new opportunities long before their contract end date.
So, when you send contractors new opportunities just as their current employment comes to an end, you risk already being too late. Looking for new opportunities after their employment has ended heightens this risk exponentially.
Focus your recruitment on a redeployment timeline. Align contractors with new roles before their current contracts end. Match them with clients that have flexible start dates or who are planning ahead as they lose employees or contractors.
2. Build relationships with intention
Once your timeline is dialed-in on finding new roles for contractors, focus on relationship-building. Keeping ‘in contact’ isn’t enough to raise redeployment numbers. You need to move each contractor relationship forward with intention and purpose. Start by creating a list of information you need from candidates to successfully deploy them.
- Have their interests changed?
- Do they want to remain in the same industry?
- Have they gained new skills or certifications?
Use each piece of information to guide your placement process. Contractors will see you working to not only find them a new role, but also improve their job satisfaction. Consequently, their desire to continue working with you and your clients will increase.
3. Lean on your data — even more
Data should already be your friend. It’s a critical detail that improves your ability to make effective future strategy decisions.
Now, your data-based strategy must evolve to focus on redeployment numbers to ensure they’re growing. Analyze your current redeployment numbers. As you continue building relationships with contractors and focusing on redeployment, measure interviews booked by communication type, candidates engaged by chatbots, and other valuable KPIs.
Use these key data points to see what’s directly impacting redeployment numbers and where your strategy needs to be adjusted.
4. Let contractors guide you
Often times, you’re more than a staffing pro — you’re an advisor. Contractors look to you for guidance on application materials, fitting roles, and much more.
However, a focus on redeployment means the tables must turn. You now need to let contractors guide you to the future they want — and you’ll take it from there.
Survey contractors to discover what they like about past and current roles:
- What made them feel satisfied in the role?
- What leadership style do they like best?
- What technology helps them perform at their best?
- What tasks did they enjoy performing?
Put these surveys to use by offering contractors roles they know they’ll be satisfied moving into next.