Workers are shadow employers. Here’s how businesses can tackle no-shows – .

Workers are shadow employers. Here’s how businesses can tackle no-shows – .

Recruitment and retention tend to be difficult in the home health care industry, but it has been even more difficult in recent months.

“We have no influence on this market. Candidates do it, ”said Rick Silva, recruiting manager at Interim HealthCare.

“Ghosting” isn’t new to the job market – and it’s happening on both sides. When there are more job seekers than open positions, applicants do not always hear from recruiters. But in this tight job market, job seekers have the edge.

“Job applicants… they have so many options and are in the process of interviewing multiple companies for multiple positions and once they choose a position they often just hide the other companies they have. discussed, ”Josh said. Howarth, district president overseeing the Mid-Atlantic teams at recruiting firm Robert Half.

He added that ghosting started to increase at the end of last year and is now happening more than he has seen in his 20+ years in the industry. “A lot of this is usually because people aren’t comfortable saying ‘no’; or give people bad news… it’s easier for them to just sink. ”
And it’s not just interviews that people skip. Some people don’t show up on their first day of work after accepting an offer.

“We are seeing an influx of ghosts in all areas,” said Jacob Zabkowicz, vice president and general manager of Global Recruitment Process Outsourcing at Korn Ferry.

To combat the effects of day one no-shows, Zabkowicz said they are asking corporate clients to hire more people than they need when they have multiple similar open positions.

“When you hire multiple people, overhire and overhire 10% to 20%,” he said. “We know there will be people who don’t show up… [or] who do not pass background checks or drug tests. “

Speed ​​is crucial

The faster a candidate can go through the interview process and receive an offer, the less likely employers are to lose them to the competition.

“Speed ​​is always a competitive advantage for employers who can react very quickly to applicants’ application and move them quickly through the process,” said Scott Bonneau, vice president of global talent attraction at . “Often, being the first to receive an offer can be an advantage. “

Silva expedited the hiring process at Interim HealthCare of the Upstate, which is located in South Carolina, so that if an offer is extended and accepted on Friday, the new hire can start on Monday.

“It’s a sprint – we have to do it because if we tell someone that they can’t start for a week or two, a lot of bad things can happen,” he said.

Keep them after an acceptance

Getting acceptance is one thing, bringing them in is another.

“The worst time to lose someone is after you’ve identified them and made an offer and are ready to get them started,” said Bonneau of Indeed.

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Feeling connected to a company can help reduce the number of no-shows on day one, and more companies are developing hospitality committees to help build relationships before the formal onboarding process, according to Zabkowicz. .

New hires at Interim HealthCare of the Upstate receive “WOW boxes” with a thank you note, supplies they may need on day one, and freebies.

“We’ve made it our top priority to make sure that from the moment we interview an employee, everyone in the organization -om me to the bottom – is committed to ensuring that this person introduces himself. Said CEO Charles McDonough.

But not showing up at any stage of the hiring process can have long-term effects for job seekers. Yes, they have the upper hand now, but this favor can tip.

“We know employers keep records on this,” Bonneau said. “Employers significantly believe that ghost applicants – this is going to have a negative impact on future job searches or their careers. I anticipate that there will be repercussions for some job seekers who are ghost employers. ”


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