Reduce No Shows

3 Tactics for Staffing Agencies to Reduce No-Shows

If you work at a staffing agency or as a recruiter, chances are one of your biggest concerns right now is how to reduce no shows. After vetting a candidate, getting all the paperwork signed, and setting a start date, many staffing agency employees and recruiters are getting calls that an employee stopped showing up after only a few days – or, even worse, failed to show up at all. 

No-shows are becoming a major issue. There are many reasons why a candidate might fail to show up. They may have just been using a new offer as leverage for a raise. They may have not been upfront about whether they have reliable transportation. They may have taken an offer elsewhere and failed to tell you. 

Whatever the reason, no shows are frustrating, and may even reflect poorly on staffing agencies and recruiters. If you’re looking to reduce no-shows, there are several tactics you can take to ensure your candidates show up to the job. 

#1: Practice Clear Communication

Sometimes, a simple matter of miscommunication can lead to a no-show. Does your candidate know where they need to be on their first day? Do they need to check in at the front desk or report to a specific supervisor? Are they clear on the start date and hours? Do they have the right address? 

Job hunting is a full-time job in and of itself, and unemployment also contributes to stress. Your candidates have a lot on their minds, so make sure you remind them of all the necessary information. Multiple communication channels are key to reduce no-shows. 

Send text messages and emails to ensure your candidates have all the information in writing. Don’t hesitate to make reminder phone calls either to ensure your candidate knows where they need to be. Make sure they know they can reach out to you to clarify any information. 

#2: Make Sure They Can Start Right Away 

This issue can also be related to miscommunication. In our current economy especially, many people are seeking work due to being unemployed or on furlough. Therefore, they may not realize taking a new position could affect their unemployment benefits of employee-sponsored benefits like healthcare. 

Have these conversations about this ahead of time. Know your candidate’s status with their current or former employer and walk them through how a new position will impact this. Candidates are more likely to show up if they’ve made an informed decision after considering both the risks and benefits of a new job, which will reduce no-shows. 

You should also consider logistics. Does the candidate understand where the job is located and do they have dependable transportation? If it’s a remote job, do they have a reliable internet connection and all the equipment they’ll need to work?  

A big part of reducing no-shows is identifying candidates who are willing to work and available immediately. Going through this kind of vetting process is vital to avoid misunderstandings. 

#3: Incentivize Them To Show Up 

A lot of times, candidates may not see much incentive in showing up to temporary jobs. The pay range is often lower than they would prefer, and burning bridges with a temporary job may not seem like a big deal. However, there’s a lot you can do to give your candidate incentive.

A good way to reduce no-shows is to get candidates excited about the positions. 

Talk to them about how their presence impacts the company. What important role do they play in helping a company deliver a good or service? How does the company benefit the community? If your candidate feels more passionate about the position, they’re more likely to show up. 

Also, talk to them about how this job can benefit their career in the long run. The job may not be exactly what your candidate wants, but it could help them break into a new field. Even if the job is temporary, making a good impression strengthens their network and could lead to future opportunities. 

Help them picture themselves at this job on a day-to-day basis while also understanding how the position fits into their larger career trajectory. 

For example, say you’re working with a candidate whose ultimate goal is to break into the nonprofit sector. You get them a temporary data entry job at a local nonprofit. Explain to them data entry is vital for smooth operations, so they’ll play a role in ensuring the organization can help the community, this will help reduce no-shows. Discuss how an entry-level position is a great way to make connections and find higher level positions down the road. 

Conclusion 

No-shows are far too common these days, and a cause of stress for recruiters and staffing agencies. However, there’s plenty you can do to reduce no-shows and ensure you pick reliable candidates.

Clear communication is key, of course, but it goes beyond that. Helping your candidate picture themselves in the role and understand its benefits increases the likelihood they will show up. This results in a mutually beneficial situation for you, your candidate, and the company. 

An important vetting process is always key to filling a position, and a background check is a great way to spot red flags. We provide everything from routine background checks to social media screenings – including fast, efficient mobile background checks for remote hiring.

If you have any questions, let us know and we’ll be in touch.