The No-Shows Problem

Recently I read a blog about No shows and the frustrations associated with them. The solution offered was suggested that there are bots to scour social media, interviewers do behavioral analysis and analysed if the candidate is ready to go an extra mile for the job.

Now all this does not solve the problem.

The problem of no-shows can not be solved by applying any intelligence while hiring someone. Bots to check the social media tags help you identify the right profile. You can't judge the intentions of the candidate of joining the company by that.

There are companies which conduct so many rounds of interviews to specifically find out certain aspects of the candidate e.g. Aptitude - Written test, Technical - Multiple rounds for various aspects like Language, Code Management, Release etc, Behavioural - HR rounds.

But are they waterproof from any such 'No Show' leakage? Answer is No

I think what will objectively help to solve the 'No Show' problem or at least identify a No Show candidate is to focus more on why the candidate is leaving the current organisation.

I know that sounds so simple and basic a solution to such a GRAND problem.

So hear me out.

The answers to the question Why are you leaving the current organisation in most cases are

1. I want a salary hike.

2. I am working on current project for X many years and now I want to change. If you ask a counter question did you try in your current organisation? No, they won't listen.

3. I want to play a higher role.

4. Location change

A candidate will accept the offer only if you have addressed these aspirations. That's the job of the hiring machinery but that is where we miss the opportunity to build the relationship.

Today's job market has changed completely. It's no more those good old days where people go off the grid once they get a job filling all these desires. They still stay on the bloc. 

Are people satisfied with their designations, salaries, perks, roles, offices? No, they still keep looking for something better.

The moment you identify a potential candidate through the interview process, you need to start the relationship. Here are my top 5 ideas;

1. We must tell the candidate where he fits in the organization, how important his role and experience is for the company. Its very important the candidate does not feel that I am just another role for the organisation. He must feel important.

2. Address the ever changing financial requirements of the candidate. They will be getting new offers from other companies, they will be getting counteroffers from their company so we should always be ready to improve offers as well.

3. HR must have an open discussion with the candidates about their current company and their pain points. The resonating positive points and corrective measures for negatives will build confidence in the company.

4. For Technical roles, it's very important that the growth plans are laid out to them very clearly. Trainings, Seminar participation should all be conveyed to the candidate beforehand. Company orientations are too late for this communication nowadays.

5. Last but not the least, Hiring is not just the offer rollout. We need to keep the offer lucrative and a continuous connect with the candidate is a must. Shorter the window between the offer and joining, there will be lesser the chances of 'No Show'

I am not suggesting that modern AI tools and ML are not useful, they surely are but the most important factor of Human Connect and that can not be replaced by any such tools. HR teams are the most important investment as they help not just in hiring but also in retaining the talent. Companies must focus on investing in building excellent HR practices first and then such tools will do miracles.