Assign each applicant/candidate to a recruiter and require that recruiter establish contact with the contact, basically interview the candidate to find out goals, desired work locations, desired pay rates, etc. In addition, the recruiter would be required to provide the contact information for his or her manager to each candidate managed by that recruiter.
If I was in charge I would make sure all follow up are done.
Don't lie about placements terms.
If anything, maybe focus on finding applicants exactly the type of position they're looking to fill.
Find more work after you have complete your assignment.
Make sure the recruiter checks on the employee often.
It is a struggle to feel connected to those within the program given that the vast amount of work-hours were spent off-site with clients. The program itself varies from region to region - I can say that the administrators of the Iowa program do spend significant energy creating a cohesive team through regular outings. My recommendation would be a different variety of types of outings but I'm not sure what's "cool" for current SPS developers. Overall though, everyone was very responsive and easy to get along with.
Keep good qualified employees working at the best salary rate possible for their qualifications/skills/experience.
Only time and communication can make a corporation a better place to work.
More follow up from Accountemps. Only got one phone call and was difficult to follow up with them once the contract ended.