It happens: a candidate gets all excited about a job offer, signs a contract, and then doesn’t show up for the first day of work. There are a lot of reasons for this to happen—they get another offer, their employer offers them a raise, or they just get cold feet and decide they’re not up for the new challenge. They’re only doing what they think is best for themselves, but it still leaves the employer in a pickle! So, what happens next? Here’s how to mitigate a no call/no show on the first day of the candidate’s new assignment.
Call and Find Out What Happened
Don’t get angry and blow up at the candidate over the phone! The whole thing could have simply been a misunderstanding about the start date or start time. Perhaps the candidate thought they were supposed to come in tomorrow. And if they don’t respond to any of your attempts to communicate, they’re probably a no-show. Still, don’t show anger or yell at the candidate—you don’t want to alienate someone who could still be of value to you.
Be Honest with the Supervisor
Keep the would-be boss in the loop. Be honest and tell them exactly what happened. They need to know they can stop expecting the new candidate to show up and that it’s time to restart the hiring process. At this point, it might be easier to go right down the line and contact your second-choice candidate or even hire internally. If the hiring process will take a while, look to hire a temp while you find a replacement.
Restart the Hiring Process
Go back to your pool of qualified applicants from your initial search. If you have one or two who are a great fit for the job, give them a call and see if they’re still interested. This is why it’s a good idea to not burn bridges. Your second-best choice might end up being a great hire!
Prevent a No-Show Next Time
A no-show candidate puts everyone in a bad position, so it’s best to avoid it altogether. Don’t rush the process. If you impose a quick deadline to sign a contract, chances are the candidate will feel pressured, accept the offer, and then back out if he finds something better the next week. Throughout the whole process, try to gauge the candidate’s level of enthusiasm. If they seem to be a stickler through the negotiations, they might not be excited about the job itself, meaning they might change their minds if they get a new offer. And ask how many offers they’ve had and how many applications they’ve submitted. Then you can get a feel for whether you’re the candidate’s first choice or a backup option.
At PrideStaff Denver Northwest, our services are designed to match skilled professionals in the Denver Metro Area with truly rewarding career opportunities. For more tips on how to establish a successful partnership with manufacturing representatives, contact PrideStaff Denver Northwest today.