What's up with NATO applying: A Q&A with Jennifer Dulski

With many employers breaking trust lately – as seen through so many mass layoffs – job seekers have turned to applying to jobs without the need for attachment (or any specific outcome). This isn’t being done as a defensive stance, though, but more so as a protective stance. And it’s not only for people who have been laid off, but also for those who are still working.

Jennifer Dulski, CEO and founder of Rising Team, discusses this new term and how to understand and avoid this trend.

What is NATO applying? Where did this term come from?

The concept of “NATO applying” was born from the Gen Z/TikTok term NATO dating. With NATO dating, Gen Z singles are prioritizing the experiences they gather from dating, rather than the relationship that may come as a result of dating, hence the term “not attached to outcome,” or “NATO.” In the job world, people are adopting this mentality as well, focusing on what they can learn from applying to and starting new roles, rather than whether that job will be a good long-term fit for them.

Why do you think this trend is starting?

I believe the trend of NATO applying has started because employees have lost trust in companies–-both those they work for now, and those that they have considered for employment. We’ve all seen companies who had promised flexible work arrangements rolling those back in favor of in-office mandates. Many public companies have reported strong quarterly earnings and then announced layoffs to save money and cut costs mere days later. These behaviors are eroding workers’ trust, and therefore, the promise of a long-term employment relationship has lost credibility.

In response, workers are applying to jobs without getting emotionally invested in the roles they are applying to. Rather, they are focused on the journey and what they will get out of it if they did get that job, whether that is learning, compensation, etc. This more unattached approach helps people regain a sense of control, because they wouldn’t be heartbroken if the job didn’t work out at the end of the day. However, this detachment also comes with a steep cost to companies of less engaged employees.

What can employers do to gain and maintain workers’ trust?

Open, honest communication is key. Even if trust is broken, it can be rebuilt. Because the paradigm has shifted, companies have to find ways to build tighter connections and engagement both rapidly and efficiently. Investing in tools that help teams build stronger connections can  ensure managers are equipped to effectively engage with their direct reports, understand their preferences and needs, and help them feel valued and supported. In general, the more insights leaders understand about the individuals on their teams, the better they can support them to gain trust and build rapport.

Are there specific questions candidates should ask in job interviews to understand how the culture would be at a new job, and how they may approach budget cuts?

To assess culture, in job interviews, candidates should ask about what investments companies are making in building strong teams, and then follow up by asking for specific examples of how that happens in practice.  You can ask these questions of HR in the screening interviews, and also of people you speak to at all levels of the organization.

Another good question to consider is asking, “When someone is really successful at ‘x company’ what do they do? Or what behaviors do they practice?” This can give you insight into whether a company is living by the values they articulate.

In terms of budget cuts, job seekers can ask about budget cuts directly and see how interviewers respond. However, workers should also do their due diligence. Especially for larger organizations, layoffs will be public, so see if a company is practicing what they preach.

Related: Most Gen Z and millennial workers would ditch jobs for greater wellbeing

Who is ‘NATO applying’ most? Are you seeing this more in a particular generation? A specific industry?

NATO applying is happening most with Gen Z, which is unsurprising as this generation is the one that coined the term NATO dating. One underlying reason NATO applying is common among Gen Z is that this generation came of age during the pandemic, in a workplace that was undergoing major changes and where trust had often been broken. As a result, they are more risk-averse, self-protective and jaded than generations before them. That said, NATO applying is happening across generations, especially for individuals that have experienced an unexpected job loss or career shift.