Wow, we finally made it to the final stage: Engagement.  Everything leading to this moment has been a journey to see if we can offer full commitment and make the employment relationship permanent.  Oh, the excitement in knowing that we have found an employment match comprised of chemistry, trust, and commitment!

Engagement starts with the proposal; i.e. the offer letter.  With the intention to propose, both parties must have the same expectations.  In a situation where an employee has been working for you during a temporary probation period, don’t assume they will be comfortable accepting your offer with the same compensation and structure they have now.  Through the employee’s journey of the first four stages, they have had the opportunity to see what the job entails.  From the stress level and workload to the skills required to complete every task appropriately, they should have a clear picture of what permanent employment looks like.  On the flip side, the employer has had the opportunity to see what the employee brings to the table.  Is the employee someone they are ready to commit to both professionally and financially?

Communication is key to understanding what an appropriate compensation and benefits package means to an employee.  In the event that the individual does not need health benefits, they may not be interested in the benefits your company offers.  What is very important to remember, that more than just compensation and benefits are taken into consideration when looking at a permanent offer.  Employees want to know about how expenses are reimbursed, vacation time, sick time, 401k, insurance, flex time and other company perks.  Don’t be afraid to negotiate with employees, and I encourage you to keep an open mind when doing so.  The offer (engagement) has to work for everyone for the relationship to have long term success (marriage).

By all means, the pursuit is not over now that we are making the relationship permanent.  Relationships at all levels require work and commitment.  Remember to utilize the skills we developed through the first four stages to ensure divorce does not become a topic of discussion.  Maintain open and honest communication, provide feedback (performance reviews).  Share tokens of your appreciations (bonus or paid time off) and extend your trust (allow opportunities for more responsibility).

Are you ready to put a ring on it?  We have had 5 Clients hire temps permanently in the last week.  The probationary period (courtship) was a success!  Let Jersey Staffing match you to your next hire.  We are the best relationship coach out there!

P.S. I am sure you want to know what book prompted this Blog series.  That book is the New York Times Bestseller, Mars and Venus on a Date: A Guide for Navigating the Five Stages of Dating to Create a Loving and Lasting Relationship, by John Gray, Ph.D.  Thank you, John, for being the inspirational guide to this journey in how the 5 Stages of Dating relate to the recruiting and hiring process.

I hope you have all enjoyed my first endeavor into professional blogging.  As always, I encourage your thoughts, feedback as well as personal experiences that relate to this topic.

Any requests or suggestions for future blogging adventures?

Kristi Telschow, CEO – Jersey Staffing