Meyer Najem, with its robust growth, had created a consistent demand for top-tier talent, particularly for critical construction superintendent positions. And their database had grown considerably over the past five+ years.
The Challenge
While their applicant tracking system (ATS) housed a wealth of previously engaged candidates, this valuable pool of potential hires largely remained untapped. Like many organizations, their team lacked the dedicated bandwidth and resources to proactively re-engage these individuals.
This meant that promising candidates who hadn’t been a fit for previous roles often went uncontacted, effectively becoming “dormant” within the system.
When new opportunities arose, the team only had enough time in the day to speak with applicants and newly sourced candidates. If they came across someone previously spoken to, the client had to essentially restart those conversations and candidate relationships from scratch.
This reactive approach not only slowed down the hiring process for crucial roles but also risked losing out on qualified individuals who might have been open to new opportunities if nurtured effectively.
The challenge was clear: how to efficiently and effectively reactivate their existing talent pool to meet immediate hiring needs and build a sustainable pipeline for the future.
The Solution
Recognizing the untapped potential within Meyer Najem’s ATS, their Director of Talent Acquisition, Eric Patz, partnered with Field of Talent to implement a strategic talent re-engagement and nurturing program.
Field of Talent designed and executed multi-touch, highly-personalized campaigns tailored to the client’s brand and specific needs. This involved a carefully orchestrated sequence of personalized multi-channel communications to reintroduce the client and highlight current opportunities. It included email, targeted text messages for timely updates and reminders, and direct phone calls to foster deeper connections and gauge candidate interest.
By branding all communications as coming directly from Eric and keeping their data segmented and locked, Field of Talent acted as an extension of their internal team, ensuring a consistent and familiar experience for the candidates.
This approach allowed the client to pick up candidate conversations where they had previously left off, leveraging existing rapport and understanding. Several candidates expressed genuine appreciation for being remembered and re-engaged. Many even shared updates on their current projects and indicated when they’d be available, asking to be contacted again in six months should new opportunities arise. This level of openness and forward planning reflects the strength of the relationships nurtured through the campaign.
Furthermore, the ongoing nurturing aspect of the program ensured that even candidates not immediately available were kept engaged for future opportunities, building a warm and readily accessible talent pipeline.
The Results
Within the first two months of the engagement, Field of Talent’s proactive pipeline program yielded significant results for the Indianapolis-based construction client. The multi-touch campaign achieved an impressive average response rate of 30% from the previously dormant candidate pool.
After one year, this effort has directly resulted in seven successful hires for high-priority superintendent and construction project management positions. These were candidates who likely would have remained untouched without Field of Talent’s Bench Builder program.
“I knew we had great initial candidate experiences, but we didn’t have the internal capacity or tools to re-engage to build and maintain relationships. Field of Talent has made a significant impact at a monthly subscription rate. It’s saving us tens of thousands of dollars vs running ads for the same people or farming these jobs to contingency recruiters.”
~Eric Patz, Director of Talent Acquisition – Meyer Najem.
By consistently nurturing their existing talent database, Meyer Najem is equipped with a readily available pipeline of engaged candidates, reducing reliance on new sourcing and fostering stronger, longer-term relationships with potential future hires.
The partnership with Field of Talent has transformed their dormant ATS into a dynamic and valuable asset, empowering them to proactively address their talent needs and build a sustainable competitive advantage in the talent market
Ready to unlock the hidden potential in your candidate database?
Contact Field of Talent today to learn how BenchBuilder, our talent re-engagement and nurturing program, can drive impactful hiring results for your organization.
