Candidate Engagement & Renege Reduction
Keep the candidates you've already earned.
Career fair conversations, info sessions, and check-in emails create contact, not connection.
Parker Dewey keeps candidates genuinely connected through real, paid work at every stage, so interest doesn't fade into a form email and offers don't quietly fall through.
Real work keeps candidates connected, at every stage.
Before an offer, Parker Dewey keeps candidates engaged through paid project work instead of one-way emails and events, so they get real insight into what it's like to work with your team, and you get a real read on whether their interest is still there.
After an offer, the same paid work keeps candidates connected to your team through their start date, so an accepted offer is a relationship, not just a signature.
Engagement doesn't guarantee someone stays. But a candidate who has done real work with your team, and felt your team's real interest in them, is far less likely to drift away.
Don’t just reduce reneges. Address what causes them.
A candidate who's done real work with your team has simply had more contact with you than someone holding only a signed letter, so a competing recruiter has a real relationship to out-work, not just a better offer to make. That's why engagement reduces reneges in the first place, not because of anything mysterious about the work itself.
And if one still happens, the search isn't starting from zero. You already have a bench of students who have shown genuine interest in your organization, along with evidence of their skills from real work. Unlike typical applicants, these candidates remain engaged and realistically within reach. That bench stays genuinely reachable, in a way a normal second-choice candidate usually isn't.
