[ad_1]
"People are getting multiple bids on a market like today, and they do not show up on the first day of work," said Paul McDonald, executive director of the Robert Half Recruitment Company. .
Steve Lindner, CEO of The WorkPlace Group, was recently fantasized by a new employee. The applicant accepted an offer and passed the background check.
"We had already shared the name with our support team and set up a training program – everything was ready to go," said Lindner.
And then nobody came forward.
But at least this candidate called the next day to explain what happened. Another new recruit was not revealed the first day, 18 months ago, and Lindner still has no idea what happened. "They just never came in. It was a complete abandonment of work."
The company called, sent an email, sent a text message and finally had to send an official letter terminating the job.
The cost of a no-show
Getting off the first day of work is not completely new. The movement tends to ignite in the labor markets, when job seekers have more power.
Jeremy Tolley, Person in Charge at CareHere, said that he had begun noticing more non-performances in 2016. That year, he said that a dozen candidates had not attended. not presented for their first day. His company operates health and wellness centers for employers across the country.
To combat this problem, the company created a better career website and increased the number of contacts with candidates before their first day to build relationships.
"We create a sense of obligation to that person," he said. "In this way, it's not just a business they do not know much about, they start to say to themselves," If I do not show up, I'll drop them, I know that they wait and prepare for me. "
When a new worker does not show up, it means that we have to start the process again costly and time consuming. And it also puts pressure on existing employees.
"The effect on morale is very real when someone does not show up for the first day of work," McDonald said. Employees often feel the consequences of a vacancy for a long time.
It is not good to tell customers that a new employee is not appearing.
"This causes a lot of internal problems, the employer was counting on them and it could be embarrassing if customers were also waiting for the arrival," Lindner said.
Deserters Beware
The job market is good right now, but it will not always be like that. It is therefore important to protect your brand and avoid burning bridges.
"When the job market has evolved (…), ghost candidates will have fewer job opportunities," Lindner warned.
Companies can rate people who did not show up for an interview or their first day. This can haunt you if you apply to the same company later.
In addition, the world is small: you never know where you might meet this recruiter or hiring manager with whom you got up later in your career.
Yes, it can be an uncomfortable conversation, but call and inform an employer that you will not join the team after all.
"Make your decision," Lindner said. "The most prudent people will understand, I can be disappointed as an employer that you have initially accepted my work and repress me, but I respect the call. "
Telling an employer that you have decided to take another job offer can also open the door to negotiations.
"We understand our industry and our market," Tolley said. "Sometimes it gives us an opportunity to counter the offer or to understand why you have accepted another position, maybe we could do something about it."
[ad_2]
Source link