How to stop a new hire from quitting before their first day
A candidate no-show on the first day can mean a costly and time-consuming occurrence for employers. The resources invested into sourcing, acquiring and hiring talent are proven ineffective when the new hire drops out at the very last minute.
Why do candidates quit before they start?
So why exactly does a new hire quit before they even start? There can be multiple different reasons and rationales for this, varying from one candidate to another. Therefore it is difficult to pinpoint one exact solid justification.
However, it is possible to determine a range of different causes including:
A better offer
Maybe the new hire received a desirable counteroffer from their current employer and decided not to accept the new job role. Or perhaps, they were offered a job from a different company they had also interviewed for, that was more suited to their needs.
The job wasn’t right for them
A candidate is likely to drop out if they feel the job role isn’t right for them. If there is even an ounce of doubt, the candidate could quit before they even begin.
Continued job search
They decided to continue with their job search. Most candidates will accept the first job opportunity they are offered. However, those who choose to continue looking for a job once they have accepted an offer are more at risk of dropping out.
Unimpressed with the future potential employer
The new employee is second-guessing their future employer. They felt the hiring experience was not satisfactory once they accepted the job offer. Candidates can then start to dwell on their negative emotions towards the employer and become unwilling to attend their first day.
3 ways to prevent a new hire from quitting
Although all is not lost… Three simple measures can be taken to prevent this type of incident from developing in the future.
Engagement is key to ensuring a positive candidate experience. Through a personalised hiring strategy and consistent communication, a candidate is more likely to feel informed and satisfied before their upcoming first day. Communication provides a levy between employer and employee which is vital in decreasing dropout rates and encouraging candidates to accept the job offer.
Providing a prompt response and updates regarding a candidates job application are simple methods to make a candidate feel ‘in the loop’. The hiring journey doesn’t end once a candidate has accepted a job offer. It’s important a relationship is maintained right up until the candidate starts their first day and gets settled.
If employers are confused and often left wondering why new hires aren’t turning up for their first day, it could be down to a lack of appreciation.
Often people think only a candidate should be grateful for a job opportunity. However, if a hiring manager reciprocates gratitude towards the job seeker for accepting the job offer, it could help them feel more valued and willing to undertake the new role. This could then potentially motivate the candidate into feeling more ‘needed’ and important within their new work environment. Creating overall better hires and possible higher employee retention rates.
An informative approach to onboarding is essential in reducing a first-day no-show. An employer or recruiter can guide the candidate through what to expect on their first day, prior to starting with a brief rundown of how their day might look. This can take away any hesitations or nerves a candidate may be feeling, due to the ‘unknown’. Which often causes new employees to drop out at the very last minute and not attend their first day.
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