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When the COVID-19 pandemic hit the world last year, there was a pervading uneasiness for companies and employees. Many companies were in defensive mode and weren’t hiring new staff, or worse, they were cutting jobs. The resultant mood for many employees was understandably fearful. 

Countless workers found themselves unemployed and demoralised at the lack of opportunities. At the same time, potential candidates who had a job were hesitant to move companies in such an uncertain time. 2020 became a stagnant period for employment.

Now that it has been over 18 months since the life-altering pandemic begun, there is a renewed confidence for many industries within Australia as the economy shows signs of recovery. 

Since December last year the economy has been trending upwards. According to the ABS, “at the start of 2021 things continued to improve with employment recovering almost 93 per cent of the March-May loss.”    

With the increasing confidence in the economy, many companies in industries such as Engineering and Environment are now actively seeking new talent. There are many opportunities out there for worthy candidates. 

Although there is an ever-increasing list of roles, some potential candidates are still hesitant about moving jobs at this time. The uncertainty and inertia of last year is taking a little longer for some employees to shake off. Here’s our advice for encouraging them.

Three Tips for Encouraging Your Chosen Candidate to Accept Your Job Offer

  1. Be Patient

Of course, once you’ve found the perfect candidate for the available role, you’ll want to offer them the job right away. That’s not a problem, we just recommend that you don’t expect the candidate to answer the same day. A window of at least a few days will more likely work in your favour. If a candidate feels rushed and potentially pressured, they’re more likely to stick with what they know and what feels safe, even if they are dissatisfied with their current job.

2. Be Reassuring

Last year, when the job market experienced a downturn, it was understandable that employees would favour the security of staying in their current job. Now that employment has largely recovered, they need to be reassured. Take the time to establish the stability and benefits of your company. Outline the specific measures for the candidate that your organisation has taken to remain resilient as we navigate out of the COVID-19 pandemic.

3. Be Attractive

Highlight the superior qualities and specifics of the role you’re offering. A wage increase is always attractive, although it’s not the only decider for candidates. Unemployment is currently the lowest it’s been in a decade. Consequently, there can be a number of job opportunities for contenders to consider. 

The most attractive job option for candidates will often come down to any exceptional perks you can offer. Be sure to detail all these company incentives, such as phone allowances, paid parental leave, bonus structures and flexible work arrangements. Candidates have come to expect a minimum of 2-3 working from home days post COVID. Demonstrating a policy that allows staff to work from home at least some of the time will be to your advantage.