3 Post-Assignment Actions That Create a Robust Talent Community

Engaging contingent candidates doesn’t end with the assignment. These selected insights from our recent ebook, ‘How to Build a Candidate Experience That Attracts Top Contingent Talent‘, highlight how engaging your talent community after they leave can impact your organization.

You successfully brought on a great worker, and it was a mutually positive experience. Now that the worker’s assignment is up, you’re done, right? Not necessarily! At the end of the contract, consider these three things to cultivate your extended workforce:

  • evaluate
  • engage
  • expand

1) Evaluate Your Workers

Upon departure, make sure you give feedback to the staffing supplier about overall performance so they can relay that information to the worker. With a VMS, you can streamline this step by completing the evaluation in the system.

These insights can be used to:

  • Share performance insights with the vendor
  • Track which candidates worked for you in the past to reach out to in the future
  • Easily screen returner candidates based on previous evaluations

MORE FROM THE BLOG | ‘4 Ways Using a VMS Can Drive Down the Cost to Hire Your Extended Workforce

2) Engage Your “Alumni” Workers

The best way to “retain” candidates is to keep them engaged. If you do not already have a talent community, this may be something to think about implementing. A talent community allows your candidates to:

  • Sign up to receive information about new roles you have
  • View any jobs that you’ve posted that meet their skills
  • House their skills to be matched to new opportunities
  • Refer their qualified peers to jobs they’re not personally suited to

This will help you continue to get your branding in front of the contractor and have a pool of pre-vetted talent ready to start an assignment when the time arises.

3) Expand Your Talent Pool

Once you’ve established the evaluation and a follow-up talent community, you’re well positioned to expand your pool of qualified candidates for future jobs. If you came across multiple qualified candidates but couldn’t hire all of them, refer these “silver medal” candidates to your talent community for future opportunities.

A great experience with your brand may result in candidates who provide strong referrals and advocate for your company. They may even come back, potentially reducing your time-to-hire and fast-tracking the onboarding process. If part of your talent strategy is to increase agility, your contingent workforce can certainly help you on your way.

KEEP READING | ‘How to Create Stellar Onboarding Experiences With Integrations

Get more insights on engaging your contingent workforce in our ebook, ‘How to Build a Candidate Experience That Attracts Top Contingent Talent’! Otherwise, get in touch. We’d love to help with your contingent workforce and vendor management needs.



Meet the Expert
Taylor Ramchandani – VP of Strategy

Taylor Ramchandani is responsible for the management and strategic planning of the VectorVMS vendor management system. Taylor is committed to client satisfaction and to ensuring VectorVMS technology meets the current and future needs of clients and managed service providers (MSPs). She uses market research and in-depth industry experience to create products and services that make extended workforce management efficient and intuitive. Taylor oversees product development, marketing, and business partnerships for VectorVMS and is responsible for driving innovation for contingent workforce management. Connect with her on LinkedIn.