Are Your New Employees or Job Candidates a No-Show?
Anyone who has either looked for a new job or recruited to fill a position lately knows that things have changed!
With such low unemployment, the power has shifted. Remember the days when the employer had the upper hand? They could afford to ignore their job candidates, string them along and ultimately reject them without a care. When they did find new employees to hire, the process could go on and on, forcing the new employee to guess whether the job was actually still a viable opportunity.
Now, in addition to the tighter labor market, technology has made it possible for job candidates to find more employment options quickly. Technology has also brought more ways to bypass traditional career paths and create opportunities for more entrepreneurs. This all equates to being less dependent on getting a typical job.
What does this mean for employers?
Payback! Big time payback. For many years it was common for employers to “ghost” applicants. Many people looking for a job never knew where they were in the process or even if they were still being considered. Now it is the job candidates that are ghosting companies. Whether for interviews or an accepted job offer, job candidates have no qualms about not showing up. And…not communicating to “break up” with the employer. Over 40% of the Gen Z workforce reported accepting jobs, but never showing up. Millennials and Gen X were less likely to pull this stunt but still a high rate at about 26%. Baby Boomers were only no-shows 13% of the time.
What can you do to reliably move your job candidates into being new employees that show up?
- Make your company the one they really want to work for. Be a company they won’t ditch if they get another opportunity that calls them after they have accepted your offer
- Do your best to find the right fit by defining your job position and describing it well
- Be clear about growth opportunities in your company so that the job candidates will see your company as a great career path
- Pay fairly for the position and be specific about any perks or bonuses
- Engage your job candidates and help them visualize themselves being part of your company
- Keep new employees informed leading up to their start date
- Make their first day on the job memorable in a good way. Don’t let them get lost in the shuffle
- Give new employees a reason to feel connected and loyal to your company
- Take the time to background check and bring in the best hires
Using a professional CRA partner can help.
A professional CRA partner pays for itself by using HR employment screening services to avoid costly hiring mistakes. For a free consultation or more information, contact Genesis Background Screening Services at 866 944-0041 ext 101. Online: email or visit www.genesisbackgroundscreening.com. You can sign up to be emailed whenever we post a new blog at https://genesisbackgroundscreening.com/blog/
Genesis Background Screening is not a law firm and provides our blogs for informational purposes only. Blog is not a substitute for experienced legal advice. Research laws or regulations mentioned in our blogs and ask your legal counsel any questions you have to be sure your organization is within the law and compliant with regulations.
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