You’ve spent hours sourcing and screening the perfect person for your job and are confident in the candidate you’ve selected. They’re a culture fit, they have the experience, even confirmed their shift, everything seems perfect… and then the candidate no-shows. Now you’re scrambling to find a replacement, and are suddenly back to square one.
If you own a business or you’re in charge of hiring, you’ve probably experienced your fair share of employee no-shows. And if you’re someone who wears many hats, the repercussions can take you away from other important managerial responsibilities. It’s frustrating, no one in the industry likes when candidates bail on their shift, yet no-shows affect all types of industries, big or small.
Your first reaction may be to get upset with the candidate or the agency you used, for their lack of professionalism. But these feelings, though justifiable, can be avoided by implementing different strategies into your recruiting process. The next time you post a job, use this as a guide to ensure the people you expect to show up, actually show up.
The absence is completely legitimate. From severe weather to family emergencies, until you’ve contacted no-shows, you don’t know the reason behind their absence. It may be completely legitimate.
Plans have changed. This is one of the more popular excuses. Think about your schedule and how often it changes (usually daily). If a candidate was absolutely sure that they’d be available for a position three months ago, maybe it no longer works with their schedule.
Evaluate your hourly rate. Sometimes it’s hard to arrive at a specific pay that’ll lock down your applicants. Our advice? Create an attractive and competitive pay rate that sets your position apart from others in the industry. To ensure attendance, it doesn’t hurt to confirm with your hires that they’re okay with your hourly rate in a follow-up conversation.
Enthusiasm decreased. It’s important to keep the workers you’ve selected motivated and excited about the job. Orientations and training sessions are a great way of doing this. Face-to-face encounters answer any questions they may have and also boost morale!
Transportation limitations. From car troubles to limited public transportation, without a good transportation network, applicants can have a hard time trying to get to work. There’s nothing you can do to prevent their car from breaking down, but sending directions that include public transportation routes can significantly reduce their travel frustrations.
Screen candidates thoroughly. You want to set clear expectations. Gauge candidate commitment levels and develop interview questions that place urgency on their attendance. Question example: “When someone doesn’t show up for a shift, they cause stress to the rest of the team. Are you fully committed to this position?”
Confirm every shift. As soon as you hire a candidate for the position, reach out and confirm if they are still available to work and do it multiple times. Reiterate the hours and location just to make sure that they properly understand the logistics of the position. Touch base 24 hours and 15 minutes before each shift.
Consider adjusting your hours. If you’re having a hard time finding applicants that can make it to your shift because the hours are either too short or too long, find a happy medium and adjust to their frustrations.
Set up a standby list. This won’t prevent no-shows, but even with the best of intentions, things can come up and you always want to be prepared. If a candidate tells you that they aren’t going to be available 24 hours before or even wore, they complete ghost you, it’s not a bad idea to have a list of people to count on.
Keeping all of these tips in mind, create a strategy that works for you. Jobble is great tool to connect with thousands of U.S. jobseekers who are highly qualified for your hiring needs on a per-job basis. Manage and grow flexible workforces across the country and post exclusively to candidates that are always on-time.