Redeployment Ratios: An Underutilized Temp Staffing Statistic

When was the last time you calculated your redeployment ratio? (Redeployed workers are the folks you hire for a temporary role, then reassign after their initial placement with your firm.) Many companies know where their applicants are coming from, how many open requisitions they have, and what their submittal-to-hire ratio is. But according to the latest edition of The Careerbuilder Recruitment Guidebook, only 5.5% of the staffing firms surveyed actually keep tabs on the metrics for redeployments. And that means that a whopping 94.5% of the firms out there are missing out on a valuable opportunity to leverage their redeployment numbers as an excellent marketing tool.

In the IT and other professional-services staffing industries, contractors (aka temps) often stay with the same staffing firms for years. In some cases they may even be kept “on the bench” between assignments and still get paid even when not assigned to a client. The idea behind this practice is simple: good talent is hard to find, so if you keep them happily employed with your company even through slower periods, they’ll be available when you really need them.

The same practice isn’t as prevalent in the temporary staffing world that focuses on clerical and light-industry hires—but maybe it should be. After all, good talent is good talent.

Undoubtedly, some standout employees will stay with your firm and build positive track records as they move from assignment to assignment. These are the people you want to keep around, because they’ve already demonstrated their value to you. We all know that the more unknowns you have, the greater the risk. Therefore, the more proven candidates you have in your pool, the higher your level of confidence will be when matching an employee to a new assignment—and the higher the chance that the placement will be success.

Just imagine how great it would be to be able to tell a new client that the temp you’re sending to that company has been with your firm for three years and during that time has gone on six assignments—and received glowing reviews for each and every one of them. Being able to point to such an impressive track record helps you put your client’s mind at ease and makes that organization feel confident about staffing through your firm (and, therefore, more likely to return to you for future needs).

Unfortunately, you can’t tell your client any such thing if you don’t know your metrics. And if you ever want to make gains in the number of temps that you’re redeploying after their first assignment, you must start tracking your deployments in detail. Once you have this data, you’ll find it a terrific tool for marketing your services and distinguishing you from the competition!

 

 

 

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