The employee is the ghost of the employer. Here’s how companies can combat absenteeism
Hiring and retention tends to be tough in the home healthcare industry, but it’s gotten even tougher over the past few months.
“We have no leverage in this market,” said Rick Silva, Recruitment Manager at Interim HealthCare.
“Ghosting” isn’t new to the job market – and it happens on both sides. When there are more job seekers than open positions, candidates don’t always get a response from employers. But in this tight labor market, job hunters have an edge.
“The job applicants out there… they have so many options and are in the process of interviewing with many companies for many positions, and once they have chosen a position, sometimes they just just do it,” says Josh. look to other companies they’ve talked to,” said Howarth, the district president who oversees mid-Atlantic teams at the staffing firm Robert Half.
He added that ghosting started to increase late last year and is now happening more than he has seen in his more than 20 years in the industry. “A big problem often makes people around them uncomfortable saying ‘no’; or gives people bad news… it’s easier for them to go into the dark.”
And it’s not just the interviews that people skip. Some people don’t show up the first business day after accepting an offer.
“We are seeing a wave of widespread shading,” said Jacob Zabkowicz, vice president and general manager of global hiring process outsourcing at Korn Ferry.
To counter the effects of first-day absences, Zabkowicz said it is asking client companies to hire more people than they need when they have many similar open positions.
“When you’re hiring multiple individuals, overhire and overhire 10% 20%,” he says. “We know that there will be individuals who will be absent… [or] did not pass a background check or drug screen. “
Speed is very important
The faster a candidate can get through the interview process and get an offer, the less likely it is that an employer will lose them to a competitor.
“Speed has always been a competitive advantage for recruiters, who can respond very quickly to a candidate application,” said Scott Bonneau, vice president of global talent acquisition at Indeed.com. apply and move them through the process quickly. “Usually, being the first to receive an offer can have an advantage.”
Silva accelerated the hiring process at Interim HealthCare of the Upstate, located in South Carolina, so that if an offer is extended and accepted on Friday, new employees can start on Monday.
“It’s a sprint – we have to do it because if we tell someone they can’t start in a week or two, a lot of bad things can happen,” he said. .
Keep them after accepting
Getting accepted is one thing, letting them show up is another.
“The worst time to lose someone is after you’ve identified them and made an offer and you’re ready to let them get going,” says Bonneau.
According to Zabkowicz, feeling connected with a company can help reduce first-day no-shows, and many companies are developing welcome committees to help establish rapport before the onboarding process. official, according to Zabkowicz.
New hires at Interim HealthCare of the Upstate are sent a “WOW box” with a thank you note, supplies they may need on their first day, and some belongings.
“We’ve made it our top priority to make sure that from the moment we interview an employee, everyone in the organization – from myself on down – is committed to letting that person show up.” CEO Charles McDonough said.
But failing to show up at any stage in the hiring process can have lasting effects for job seekers. Yes, they have the upper hand now, but that preference could change.
“We know that employers are keeping records of this,” says Bonneau. “Employers believe candidates have ghosts – it will have a negative impact on their future job search or career. I predict there will be consequences for some. job seekers ghost recruiters.”
