Nurture best practices

Nurture candidates before, during, and after their assignment

Talent who report responsive recruiters that meet their communication preferences are twice as likely to work with a firm in the future. Nurturing talent means going above and beyond to ensure your talent feels seen, heard, and appreciated at every stage of their assignment.

The examples below offer some new strategies for improving your candidate relationships and building talent community.

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Nurture tactics everyone should practice

Consider these fundamental campaigns

Redeployment campaigns

An automated cadence of candidate touchpoints sent throughout an assignment to maintain engagement and understanding of new opportunities.

Re-engagement campaigns

A sequence of three to four emails or texts sent to your passive candidate database asking for updated information and sharing current opportunities. Automate candidate status updates on the results of these.

Data hygiene campaigns

Emails sent monthly or quarterly to update, maintain, and populate data in your CRM and ATS for top-notch data hygiene and usability.

Build a talent community

Be where candidates are

Join networking groups where ideal candidates are active. Become an active member by asking and answering questions, driving conversation, and positioning yourself as someone worth knowing.

Exceed candidate expectations

Three out of five workers want recruiters to reach out at least once a week while on assignment. Ask them how their assignment is going, leverage an AI job matching tool to send them upcoming opportunities, or ask them if they’re working alongside any potential referrals.

Leverage actionable analytics

Adopt an internal analytics dashboard that tells you who you have starting and in process, and allows you to set automated reminders for when candidates are coming off assignment.

Develop personal brands

Encourage recruiters to build personal brands. Where to start? Recruiters should join networking and LinkedIn groups where ideal candidates can be found, and become active members, asking and answering questions and driving conversation.

Gain an understanding of rating and reviews

Curate candidate and client experiences and feedback that help to elevate your brand and drive new business.

Using Bullhorn Automation today?

Leverage it to personalize and scale your talent community, and master candidate nurture.

Explore product playbooks

Overwhelmed by the idea of a nurture strategy?

Read this blog to figure out how to get started.

When determining and measuring the success of your activities at the Nurture phase, here are the top KPIs you should be tracking.

Redeployment rate

The number of workers coming off assignment who are redeployed divided by the total number of workers coming off assignment.

Time to redeploy

The average amount of time it takes (days) to put a candidate coming off assignment into another role.

Net Promoter Score (NPS)

Surveys that ask candidates and clients about the likelihood that they would recommend your company and services to people in their network.

Percentage of placements that are referrals

The number of referrals placed divided by the total number of placements.

Tips from the experts

We have reminders that go out to account managers any time a consultant is nearing the end of their contract. We’ll remind them at certain points based on the estimated end date in Bullhorn.

Mandy Franje Signature Consultants

Nurturing is the key to maintaining career-long talent relationships. It improves retention, increases referrals, and builds your employment brand. Nurturing is about delivering personalized experiences that recommend the right jobs, sharing content, and demonstrating real consideration for the people in your ATS.

David Searns Haley Marketing

Explore the Connected Recruiting phases

Attract and convert more applicants

The Attract phase of the talent lifecycle is all about streamlining your application process and tailoring your brand to offer a memorable experience — from their first interaction with your website to your application follow-up.

Meet candidates where they are

The Engage phase of the talent lifecycle is all about knowing your audience. Do you have enough information about all the candidates in your database to be able to deliver the right message, at the right time, in the right channel, for the right opportunity?

Take the busywork out of onboarding

The Onboard phase of the talent lifecycle is all about checking the administrative requirements while delivering a positive candidate experience (in the lead up to their first day and throughout their assignment).

Increase redeployment and candidate satisfaction

The Nurture phase of the talent lifecycle is all about building long-term relationships, making the most of your existing database, and leveraging reviews and referrals, to ultimately build a talent community.

Staffing firms are leveraging Connected Recruiting to source candidates in new places, match their candidates with better opportunities, and make their recruiters more effective.

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