When you’ve finally found the perfect candidate for an open position, the last thing you want is for them to no-show on their first day. Unfortunately, this is a reality for many companies in today’s job market – and it can be extremely frustrating. According to a recent Visier survey of 1,000 US-based workers, 84% of job seekers “ghosted” an employer/potential employer at least once in the past 18 months. So how can you avoid new hire no-shows?

Why are new hires failing to show? 

Before you can make steps to prevent a no show, you must understand why applicants are failing to show in the first place. According to a ghosting study by Indeed, job seekers ghost at different stages in the hiring process: 50% have skipped on a scheduled job interview, and 46% say they stopped responding to calls and emails from potential employers. Others ditch when they’re farther along: 19% have accepted a verbal offer and disappeared before signing the paperwork, and 22% have not shown up for their first day of work at least once. In turn, employers are getting ghosted at every stage of the hiring process, leaving them scrambling to respond.

Why go to the trouble of applying for a job only to no show?

When respondents were asked, many cite reasons outside of employers’ control. For instance, over half decided the job wasn’t right for them, and 40% ghosted after receiving another offer. Others say the salary (22%) or benefits (15%) weren’t where they needed to be.

However, job seekers who ghost also note areas where employers could make a difference — primarily around effective and open communication. For example, 26% of no-shows say they simply weren’t comfortable telling the employer they had a change of heart; 13% mention general communication problems with the recruiter; and 11% just didn’t know what to do, so they disappeared.

What employers can do to diminish no shows

 Be flexible 

Now more than ever, it’s important for employers to be as flexible as possible with their employees. Job hunters are seeking out positions that not only pay well, but also fit into their work/life balance. Employers can try to keep your new hire’s start date flexible, offer a hybrid or remote work schedule or allow the applicant to make their own hours.

 Communicate 

Employers should make sure they are staying in communication with their new hire leading up to their start date. Check in with them regularly to see how they’re doing and if they have any questions. By increasing the number of contacts with new hires leading up to their first day, you establish a relationship with the person right off the bat. You are no longer a business they don’t know and are creating a sense of obligation to the person.

 Transparency and trust 

Honesty can also be an influence on whether candidates fail to show, along with the company’s reputation and the candidate’s experiences during hiring. Some respondents feel they were lied to or misled by a recruiter, while others comment on the employer’s rudeness or poor attitude. In today’s tight market, job seekers aren’t willing to put up with bad behavior.

While not everything is in your control, there are simple steps employers can take to improve the chances new hires will show up on their first day. For more information on how Durham Works can help, visit durham.com.