Definition · Staffing and agencies
Redeployment
Definition
Redeployment, in staffing, means placing a temporary or contract worker in a new assignment when their current one ends, instead of losing them. Agencies track it as the redeployment rate. Redeployed workers are already vetted, onboarded and proven, so each redeployment is a fast, low-cost placement and keeps good people loyal to the agency.
Also called: Redeployment staffing, Contractor redeployment, Redeploying contractors, Talent redeployment
Formula
Redeployment rate = Workers placed on a new assignment within X days of their assignment ending ÷ Workers whose assignments ended in the period × 100
- X days
- The window that counts as a redeployment, often 14 or 30 days. Pick one and keep it fixed.
- Assignments ended
- Assignments that ended for any reason except the worker being converted to the client's payroll, terminated for cause or choosing to leave the workforce. Agencies differ on whether to exclude these; state your rule.
Worked example
In the third quarter, 120 IT contractors finish assignments. Eight are converted by the client, so 112 are eligible. Within 30 days, 41 start new assignments through the agency. Redeployment rate = 41 ÷ 112 × 100 = 36.6%.
Why redeployment matters to staffing firms
A redeployed contractor needs no sourcing, no first-time screening and often no new background check or onboarding paperwork. The recruiter already knows their work quality, reliability and what clients said about them. That makes redeployment one of the cheapest and fastest ways to fill a new order, and it shows up directly in fill rate and time to submit.
It also protects revenue. When a $75-an-hour contractor with a 25% gross margin sits on the bench for six weeks, the agency loses about $4,500 of gross profit, and often loses the person to a competitor who calls first. In temporary staffing, where many assignments last weeks rather than months, redeployment is the difference between a stable pool of proven workers and constant re-recruiting.
Typical ranges
There is no official benchmark, and results depend on the segment. As rough ranges practitioners mention, light industrial and clerical agencies with steady client demand often redeploy a large share of good workers within days, while professional and IT staffing firms often see 20% to 40% within 30 days. A firm well below its own historical rate usually has a process problem, not a market problem.
How to raise your redeployment rate
- Track end dates. Keep an assignment end-date report and review it weekly. Contractors ending in the next 30 to 60 days are the first candidates for every new order.
- Start the conversation early. Talk to the contractor four to six weeks before the end date about what they want next, rate expectations and availability. Send a clear assignment end email confirming the last day and next steps.
- Ask the client first. Extensions and internal moves to another department are the easiest redeployments.
- Get feedback and references at the end while the manager still remembers the work.
- Make it someone's job. In many agencies nobody owns redeployment, so it happens by luck. Some assign it to the recruiter who made the original placement, others to a dedicated redeployment desk, with a target and credit for the placement.
- Keep data current. Update skills, certifications and new tools learned on assignment in the ATS so search finds them.
Common mistakes include waiting until the last day to call, offering lower rates than the contractor just earned and treating redeployment as a favor rather than a pipeline.
Redeployment in a broader sense
Outside staffing, redeployment also means moving employees into other roles inside the same company, often as an alternative to layoffs during restructuring. That is closer to internal mobility and is often combined with reskilling. In UK and EU employment law it can also be a required step before redundancy, where employers must consider suitable alternative roles. In the US, an internal redeployment program can reduce layoffs and the separation costs that come with them, and it may affect WARN Act notice counts, so check with counsel during restructuring.
Frequently asked questions
What is redeployment in staffing?
Placing a temporary or contract worker in a new assignment, usually through the same agency, as their current assignment ends.
How do you calculate redeployment rate?
Divide the number of workers placed on a new assignment within a set window, such as 30 days, by the number of workers whose assignments ended, then multiply by 100.
What is a good redeployment rate?
It varies by segment. Many professional staffing firms aim for 30% or more within 30 days; high-volume industrial and clerical agencies often redeploy higher shares of strong workers.
Why is redeploying contractors cheaper than recruiting new ones?
The worker is already screened, onboarded and proven on assignment, so there is little sourcing or screening cost and the placement happens faster.
What does redeployment mean for employees?
Inside a company, redeployment means moving an employee to another role, often instead of a layoff during restructuring.