Ways to reduce candidate no-shows and improve job offer acceptance 

Ghosting is no longer a term related only to relationships. Candidates ghost companies all the time! In fact, a 2021 report by Indeed showed that about 28% of job applicants "ghosted" a potential employer over the previous year. The numbers are more daunting on the employer side, with 76% reported being ghosted in the past year. About 57% of respondents also said it is a relatively common practice now. Not showing up for a scheduled interview, cutting communication after the interview or simply not showing up after accepting the offer as some ways candidates may ghost their prospective employer. 

Of course, the reasons for this can be many, ranging from an unpleasant experience during the interview or onboarding to getting a better offer from a competitor to losing interest in the role. However, candidates not joining at the last minute can cost companies a lot of money, in addition to wasted time and effort by HR and management teams. While you can't physically make your candidates show up for the job, there are ways to increase attendance among your new hires. 

Here are five tactics that can help you reduce candidate no-calls. 

Transform the onboarding experience 

Once you have found the perfect candidate and sent the offer letter, you need to ensure a swift and air-tight onboarding process. Try and provide them with all the information they will need when they start – whom they will report to, where they will be based,, what their job duties will be, their work timings, work flexibility options available to them, and more. Make sure you cross-check all the information before sending it out to the candidate. Your onboarding process is the first insider interaction the candidate will have with your company. Hence, it should set a precedence for what is to come and reflect what the company stands for.

Set your candidates up for success. After all, you want them to be able to show up as their best version for your interviews. Provide them with effective interview tips, like the STAR method. Help candidates get familiar with your company and its culture by sharing your Company Page on Indeed or Glassdoor. It is important to promote your company and its value to candidates to get them eager and excited about joining your organisation.

Provide a growth plan

It is a good idea to communicate to the candidate you are invested in their personal and professional growth. To this effect, you should ideally have a detailed conversation about their career path. Ask them questions, such as what excites them, what their aspirations and ambitions are, and what drives them. Note their answers and try to design a bespoke growth plan that can help them achieve this. Cast a vision for them and convey effectively the other doors that can open for them in the future through the association. You need to tell candidates that you are not only interested in what they can offer to the company but also in what the company can do for them.

Promote your mentorship programs

While a great role and pay package may attract employees initially, mentorship can help retain them. People want someone they can look up to, someone who can help them upskill, make better decisions and gain new perspectives; someone who can guide them in navigating the corporate world. When speaking to potential hires, endorse your company's mentorship and training programs. Paint a picture for them of how these initiatives can help them develop soft and hard skills, help them take on opportunities they otherwise would not have and ultimately enrich their careers.

Advocate flexibility

While businesses earlier turned their nose up to the idea of employee flexibility, this notion has changed due to the pandemic. Not only did it prove that people were a lot more responsible when working from home, but it also demonstrated increased productivity. As the pandemic recedes, many businesses are urging their employees to come back to the office, but many would prefer otherwise. You can differentiate yourself and attract the best talent by advocating work flexibility and remote working. Make it clear during the interview and onboarding process that people have a choice of working from the office, home or remotely from any location. 

Bet on data

As you incorporate the above four tips, remember that there is always room for improvement. Collect feedback from candidates on their experience with company communication, interview process, onboarding, etc. Ask them what they think you did right and what could have been done better. This information is gold. Collect this data, analyse it and use the insights to elevate candidate experience and company processes for future employees. Over time, you will be able to create an almost fool-proof system that brings success.

Keeping your prospective employees engaged is key to reducing no-shows. You can do this by being transparent, communicating effectively, speaking to them in their language, giving them what they want and investing in their growth. While there is no easy fix to this challenge that plagues companies across the spectrum, consistent efforts can decrease candidate no-shows drastically.