Using Candidate Availability and Placement to Your Advantage

Hi all!

We've all been there – a perfect job opens up and you immediately think of that great candidate who was wrapping up their last assignment. But when you check their profile, you're left guessing whether they're actually free to start or still tied up elsewhere.

Without clear visibility into candidate availability, your team wastes valuable time reaching out to talent who aren't ready to start, while potentially missing quick-turnaround opportunities with candidates who are actually available right now.

Two Smart Ways to Track Availability in BOLD:

Manual Availability Dates: Use the Availability field in each talent's Operational Information widget to capture when they're available to begin work. This feeds directly into Talent Search filters where you can search "By" future specific dates, "Between" date ranges, or identify "Past" dates that need updates.

Placement Status Searches: Search by Current Placement Status to find "Not Active Contractor" or "Active Contractor" talent. When combined with up-to-date assignment end dates, this becomes especially powerful for identifying redeployment opportunities as contracts wrap up.

Choose Your Approach:

• Use availability dates for precise scheduling and forward-planning conversations with candidates
• Use placement status searches when you need quick lists of available talent and your team keeps assignment end dates current
• Use both for the most complete picture – placement status for bulk searching, availability dates for detailed scheduling
  
  

Process Standards:

Update information during every candidate interaction, use "Past" date searches or status filters to identify profiles needing attention and train your team to verify availability before outreach to avoid wasted calls.

How Will This Impact Your Business?

By maintaining clear availability tracking, your recruiters will spend less time on unproductive outreach and more time making timely placements. You'll respond faster to client needs and build stronger relationships with candidates who appreciate your organized approach to timing and placement opportunities.

Do you use availability dates, placement status searches, or both to track candidate availability? What workflows have worked best for identifying redeployment opportunities? Share your strategies below!