Goals
		Decrease first day no-shows Improve candidate communications Dynamically identify issues and alert agency team Gather strategic data on satisfaction and success

Example

Breakdown:

Consistent communication experience for all soon to be placed candidates.
Automated SMS and/or email touchpoints
Typically sent from a recruiter to the candidate at a pre-set cadence over the course of an assignment.

Best Practice:

TYPICAL SETUP REQUIREMENTS
Who will campaigns be sent to/from? Sent to: 1st: Candidates 2nd: Clients 3rd: Internal Sent From: Relationship owner (typically the recruiter)
What information needs to be included? Basic job details (start date, where to go, etc) Client info Recruiter info Survey questions
When should the messages be sent? Relative to the start date of the assignment 7, 5, 3, days before start date On start date
How do we identify the right audience? All currently placed candidates Typical rules: Placement Status = Active / Approved Start Date is Today or in the Future

MEASURES OF SUCCESS

*Dependent on Agency Priorities / KPIs

First Day No Shows
- Use ‘Integrated Messaging’ to send an SMS Touchpoint for your Start Date reminder (on or 1-2 days before start date)
- More likely to get a quick response / indication of likelihood of candidate showing up

Ongoing Communication
- Recurring touchpoints to ensure contact maintained with candidate

Sales
- Use trends from Journey results to enable your sales team (eg. 80% of our candidates show up on the first day)

On-Assignment
- Automated Touchpoints to engage candidates during Assignment

Redeployment
- Encouraging Redeployment before and immediately after end of Assignment

Follow SMS Engage best practices
- <150 characters with minimal punctuation
- Avoid spam buzzwords (eg. Free, guarantee)
- Include names of sender / recipient
- Avoid / minimize links where possible