Making a job 'attractive'

Job ‘Attractiveness’ and Pre-Boarding
As Recruiters, it is no secret that we have faced several challenges post pandemic. Challenges that have made us need to think outside the box and unexpected hurdles through we have had to navigate. With the decline in the unemployment rate ( 4% in Australia and 3.2% in New Zealand as at April 2022) and job advertisement at a record high, the current job market is the most talent short and competitive it has been in decades.

With so much choice, job seekers can be more selective accepting a job offer.  Even after signing their employment contract, they may still withdraw their acceptance. One of the challenges facing line managers and recruiters, is this withdrawal at such a late stage and then compounded by the job seekers ‘ghosting’ us. We are left with the all too familiar feeling of surface-level heartbreak, "where did I go wrong?" "What could I have done better?" "Are they seeing someone else!?" "Have they been seeing someone else this whole time???" After a frantic LinkedIn search and discovering no new information, they have ‘deleted’ you. You sit with the sinking feeling, that you have been ghosted. 

It all starts with the notice period. For a job seeker moving from one permanent job to another, it is likely that their notice period is around 4 weeks. That is 4 weeks where they could be contacted for other roles, being subjected to a counter-offer from their current employer, or any other situation that may enable them to change their minds. It is the job of the recruiter and the line manager to navigate this potential tricky situation. 

What makes a job attractive?
With so much choice, job seekers don’t feel the need to ‘settle’ in a role that is not ticking all their boxes. It is about what makes the job attractive. Some things will never change; location and salary have always been important, but the pandemic has allowed for a new tick box when it comes to finding a new role.

The work from home model has become widely popular and mandatory for many industries during the lockdown period. Some workplaces have decided to keep the hybrid working model, which I personally think is a great idea, enabling a balance between a collaborative office environment and a quiet focus at home. With this model becoming increasingly popular, having the work from home flexibility is now considered to be an attractive incentive for job seekers. 

Pre-boarding:
After confirming and double confirming with the job seeker that they are attracted to and they have accepted the job, the notice period kicks in. This is where the ‘pre-boarding’ starts. Pre-boarding is navigating the time between when a job seeker signs their contract, to their agreed start date. Sometimes this is after a four week notice period, which is a risky time where anything can happen. 

Direct contact automatically makes the job seekers feel more connected on a personal level, rather than the disconnection felt during the ambiguous waiting period. During this time, line managers can: 

• Invite the successful job seekers out for coffee/lunch 
• Team introduction 
• Personally call the new starter a week prior to commencement, to check in.

Line manager touchpoints are a great way to not only keep the job seeker engaged throughout this process, but it also keeps them in loop. It is a great way for the job seeker to learn to trust their new line manager and feel committed to them and their new role. It makes them feel as though they are already part of the team, and therefore, will feel more committed.

In summary, with the current challenges in the job market, it is crucial that we take the steps to ensure we are placing a job seeker in a role that they find attractive and implement the touchpoints during the pre-boarding stage. As recruiters and hiring managers, it is our responsibility to ensure that our job seekers when commencing their new role, feel supported and excited to start!