Australasian Dentist Magazine Sept-Oct 2021

Category 128 Australasian Dentist columnists T he vacuum of time between your new hire accepting your role and actually starting can be a mighty dangerous few weeks. Sometimes ‘you know until you don’t know’ and that person you had locked in to start work next Monday suddenly vanishes off the radar. No call- back on a question you’ve texted. No paperwork sent back. No anything. Every recruiter has experienced this unpleasant vacuum and in this article I hope to help you avoid it. It’s no secret we are in the middle of major candidate shortage. Job ads are up by 200% in healthcare including dental, and AHPRA is re-registering practitioners faster than ever before. Many candidates will have more than one opportunity which is leading to changes in candidate behaviour, counteroffers on resignation, and ghosting potential employers. We are definitely finding it more difficult to deal with job seekers at the moment, and they themselves are in this new market for the first time. It’s true that a good candidate will always have more choice, and the current demand is unprecedented. Some states such as QLD and WA, where borders have been closed for some time, are feeling the pinch even more. I know from my own experience that we have to work harder at the art of negotiating more than ever – and we have a team of staff who source candidates all day. So, you’ve finally found the perfect candidate, they’ve accepted, and you’ve locked in a start date! Great news! What could possibly go wrong? In recruitment, the period between acceptance of your role and the start date can be fraught with danger – it is our Bermuda Triangle, our Twilight Zone. Why? It’s because so much can go wrong in that zone and those factors have just increased tenfold. You can multiply that by 10 again if the candidate has a longer notice period, which is why it’s imperative to maintain regular contact during their notice period. Here are four challenges you may fall victim to during this time and ways they may be avoided: Ensure they are committed This is the key. The committed candidate has worked through the pros and cons of leaving and they are ready to move. If a candidate is not returning calls/ emails, not given you feedback and hasn’t returned your written offer, start looking for another candidate. This candidate will string you along and won’t hesitate to gazump you. Are they still attending other interviews or have other offers? You need to know. You will hear the excitement in the voice of someone who is committed. Offer not clear and not given in writing Candidates need to know exactly what they are walking in to. Get a letter of offer out the day the offer is made. Give a timeframe to the candidate as to when they can expect their contract. Once you have issued the contract call and see if they have any questions or concerns. Follow up and get that written contract back. Not enough communication during resignation and notice period Keep in mind that your amazing new hire may be getting contacted by recruiters every other day. Call them the day they resign and see how it went, offer reassurance and relay you’re excitement to have them on board. Keep updating them in ensuing weeks to organise uniforms, start time and arrange a welcoming lunch or drinks. Treat them as part of the team from the moment you have that signed letter of offer. In a nutshell: Stay. In. Touch. The counter-offer During your interview you need to ask the candidate what they would do if they were given a counter-offer. The reasons for leaving vary, and money is a common one. Make a note of what reasons are given for leaving their current or previous role. Write these things down. If they are leaving for reasons outside remuneration, relay these points to the candidate if they are getting cold feet. Counter these reasons with why your job is the best choice. If they are leaving because they feel they are underpaid, if they say they may be swayed by a higher wage, explain that yours is the starting rate. Getting a pay rise on resignation is the worst way to get an increase. We often send out offers to candidates only for them to waive this is front of their boss. They often stay but further increases are few and far between and sometimes employers feel like they are being held to ransom. To make through to the other side of the Twilight Zone, make sure you follow each step of your process from interview, offer, resignation, notice period to start date. Stay in touch every step the way, and safe travels! u Avoiding ‘Twilight Zone’ that sees your new hire vanish By Pam McKean, Director, AB Dental & Medical employment Agency Pam McKean Pam McKean is the Director of AB Dental & Medical Employment Agency. The company has been in operation for over 22 years. Over the last 10 years AB Dental has grown into one the country’s leading recruitment agencies for the dental industry, servicing all sectors from government, corporate and private practice. Currently, AB Dental services over 2,500 businesses with recruiting services including supply of temporary, contract and permanent employees. As professional recruiters, AB Dental & Medical can manage as much as little of the recruitment process as required, even if only providing advice.