Ghosting — when candidates disappear without a trace — is becoming an increasingly common problem in recruitment.

For employers, the impact of day-of-joining ghosting can be significant. It disrupts operations, delays projects, and leads to wasted time and resources.

While ghosting might never be entirely avoidable, proactive steps can significantly reduce its occurrence. In this article, we will explore a few practical tips to help employers prevent candidates from vanishing on their joining day.

Why Ghosting Happens: Understanding the Root Causes

To tackle ghosting, it’s crucial to understand why it happens. Candidates may ghost for various reasons:

• Lack of Engagement: They may feel disconnected from the company after accepting the offer.
• Better Offers: A more attractive opportunity might come their way.
• Anxiety or Second Thoughts: Joining a new company is a big decision, and some candidates may get cold feet.
• Perceived Misalignment: Candidates might realize the role or company culture isn’t a fit after further reflection.

Understanding these root causes helps employers take targeted action to prevent last-minute dropouts.

Tip 1 – Continuous Engagement Post-Offer

One of the most effective ways to avoid ghosting is by keeping the lines of communication open between the offer acceptance and the joining date. Candidates who feel engaged and valued are far less likely to disappear.

How to Implement?

• Regular Check-Ins: Reach out periodically via email or phone to update them about company news or simply to see how they’re doing.
• Team Introductions: Facilitate informal meetings or calls with team members to build a sense of belonging.
• Personalized Updates: Share relevant information like upcoming projects they’ll be involved in or new team initiatives.

Tip 2 – A Competitive and Transparent Package

Candidates are less likely to back out if they feel the compensation and benefits offered are fair and transparent. Competitive packages can also prevent them from jumping ship for a better offer.

How to Implement?

• Transparent Discussions: During the offer stage, be clear about salary, benefits, and growth opportunities.
• Benchmarking: Regularly review and adjust your compensation packages to remain competitive in the job market.
• Highlight Perks: If you can’t match higher salaries, emphasize non-monetary benefits like flexible work arrangements, professional development, or wellness programs.

Tip 3 – A Strong Pre-Onboarding Experience

Pre-onboarding is a critical phase that can make or break the candidate’s decision to join. A positive pre-onboarding experience helps candidates feel welcomed and excited about their new role.

How to Implement?

• Pre-Onboarding Portal: Provide access to a dedicated portal with resources like company policies, first-day schedules, and training materials.
• Welcome Kits: Send personalized welcome kits with company swag, a handwritten note, or useful work tools.
• Virtual Meet-Ups: Organize informal virtual coffee chats on a regular basis with team members or leadership to build rapport.

Tip 4 – Clear Communication and Expectations

Ambiguity breeds anxiety. When candidates don’t know what to expect on their first day, they might reconsider their decision. Clear communication helps set expectations and builds confidence.

How to Implement?

• First-Day Schedule: Share a detailed plan of what their first day will look like, including meetings, tasks, and even lunch arrangements.
• FAQs: Provide a list of frequently asked questions to address common concerns about dress code, work hours, and company policies.
• Open Dialogue: Encourage candidates to ask questions and clarify doubts before their joining day.

Consider creating a “First-Day Checklist” that outlines everything they need to know to feel prepared and confident.

Tip 5 – Conduct a Reconfirmation Call

A simple yet effective way to reduce ghosting is to schedule a reconfirmation call a few days before the candidate’s start date. This call not only serves as a reminder but also provides an opportunity to address any last-minute concerns.

How to Implement?

• Casual Tone: Keep the call informal and friendly to make the candidate feel at ease.
• Discuss Final Details: Review their first-day schedule and answer any outstanding questions.
• Express Excitement: Reinforce how excited the team is to welcome them aboard.

Conclusion

Ghosting on the day of joining can be a frustrating experience for employers, but it’s not an insurmountable challenge.

By following the tips mentioned above, employers can significantly reduce the likelihood of candidates disappearing at the last minute.

Remember, recruitment is not just about securing a “yes” at the offer stage, it’s about nurturing the relationship all the way to the candidate’s first day and beyond.

Implement these tips, and you’ll be well on your way to building a committed and reliable team.