How to spot no-shows and job candidates who may renege on your offer - Part 2: Physical and Agility Pulse
What are the signs of someone who may renege on your job offer or not show up on the first day?
In a previous post, we explored this question from the Mental Pulse perspective in the Five Pulses Model. Quick reminder, this model describes the NEEDS an employee has when joining your organisation. Using this model, we can spot if someone will likely flake on us when we give them a job offer.
This week we want to explore the question from the Physical and Agility pulse perspective. It turns out there are at least 10 signs you should be sensitive to during the interview process.
This will help you avoid bad surprises on the candidate's Day 1.
#1: They are a job hopper. If the last three roles haven’t kept the candidate longer than 18 months on average, there’s an increased risk they will flake on you.
#2: The role would not be a progression for them, but more of a lateral move. The chances are that you are their placeholder until something better comes along.
#3: During the interview process, they got easily frazzled by various environmental stressors. Changed interview location, technical issues while connecting a video call, an unexpected interviewer, and any of these things made the candidate visibly uncomfortable? Maybe, for them, certainty is important and your style of working may not be the right fit for them.
#4: They asked about remote working and you don’t offer it. Big sign. Working from home, on occasion, has become such a big topic that if you don’t offer it, you may lose your candidate in the last minute to someone who DOES offer flexible working.
#5: There’s a certain lack of urgency on their part, like they cannot be bothered. If they take days and not hours to respond to your emails, you may have someone on your hands who’s not really excited about the role. And that doesn’t bode well for them showing up on Day 1
#6: Their salary expectations are quite a bit removed from what you offer. My estimate here is 20%. If you offer 80 and they want 100, the risk is higher they will flake on you.
#7: The role is low-paid and non-prestigious. Yes, it’s a fact of life that the less paid a role is the more likely no-shows are. Those who recruit servers or couriers know this very well. It doesn’t stop at service jobs, though. Even in the professional space, low-paid roles have a higher chance of attracting people who may flake on you.
#8: They have a lot of excuses for delays. It’s not that the dog has eaten their homework, but these candidates have a lot of great reasons why they have to reschedule or deliver something later. Beware the excuse-makers.
#9: There’s a lack of effort in the formalities - Poor CV formatting, email typos, appearance less than what it could be.
#10: They are based elsewhere and would either have to relocate - which is always a big effort and can face obstacles - or, they would be working remotely full-time. In that case, the temptation to renege is bigger because they won’t run into you on the street where they live, and so the risk of social consequences is reduced.
You can download ALL the signs that someone will renege on your offer or not show up on Day 1 in this handy 1-page PDF:
This is all very subtle. You won’t be giving a job offer to someone who ticks all those boxes, that would be crazy. It’s only going to be one or two boxes that increase the risk of someone flaking on you.
But the point is that once you spot one or two of these risk factors, you should be alert and address these doubts.
And the best way to address these doubts is in three ways:
Next week we will discuss reneges and no-shows from an emotional / spiritual pulse in the Five Pulses Model.
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