How to Prevent No-shows and Candidates Reneging on Your Job Offer

So you hire someone, send them a contract to sign, everything is hunky dory, and then they go MIA or, even worse, they sign but then don’t show up?!?!?

When I told my mum that this happens, her reaction was: “What kind of person does that?” 

I know, it’s really annoying, but let’s be grown-ups about it. No-shows and renegs are a fact of life, so we better deal with them. 

In this blog post and video series, I’ll give you a recipe how to handle no-shows and reneges. In this first part I will cover what to do to have your own house in order, so that you don’t do things that inadvertently put people off. In Part 2, I’ll tell you all about how to spot the signs that give away when someone is likely to become a no-show. And in Part 3, we’ll discuss what to do if it does happen to you. 

So watch out for Parts 2 and 3!

Let’s get started:

People thrive in a new job when they have a few fundamentals ticked which I like to describe as the Five Pulses Model. 

he five pulse model says that when deciding on taking a new job, candidates need to know that their physical, mental, emotional, spiritual, and agility needs can be met. So if the candidate during the process feels that one of their needs won’t be met, they are MUCH more likely to reneg or pull a no-show.

​So, let’s run through them. Either watch the video or read the brief summary below

​Physical Pulse: This talks to the kind of office environment they see, the benefits on offer, the salary offered, how the company processes work; commuting time etc. Suss this stuff out as a first step and make sure your recruitment process is watertight throughout. 

Mental Pulse: Here the person assesses what learning and skills application opportunities are available in the job and what kind of thinking is pervasive in the company such as analytical, concrete, logical, creative or imaginative thinking environments. Define your environment and ensure you’re attracting people who are aligned to that way of thinking. 

Emotional Pulse: This talks to the emotional connection that the candidate feels to the people interviewing them and whether they can immediately establish trust which is the foundation for candidates being more reliable. Getting on with the person is paramount! Knowing that you will have a good relationship only increases the chances of a successful hire.

Spiritual Pulse: Here is the critical stuff that can’t be seen but rather felt. If you don’t align on common purpose, shared values and a similar way of approaching things, you may as well not hire anyone as you’ll be wasting your time.

Agility Pulse: How progressive the company is; how it’s working to maintain itself and how it has dealt with and come back from adversity is actually a major stickiness factor for most candidates today. Be sure to talk to these real things in your interview process. 
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Once you’re able to answer to all of these candidate needs, you will have massively reduced the risk of them harbouring doubts in their minds and reneging on your job offer. 

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