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Reducing No Shows for Interviews

  • 1.  Reducing No Shows for Interviews

    Posted 08-17-2020 17:30
    Hello Everyone,

    We do staffing for general labor/entry level production work in manufacturing plants in the Metro Detroit area. We have individuals come into our office during pre-employment process to complete paperwork, drug test and health screening.

    Since coming back from COVID, we have had a terrible number of no shows during the pre-employment process. This is even after people confirm a day/time to come in. We email/call/text them after to confirm they received our address and are good to go for the interview at our office. We even send text reminders the day of the interview to confirm again of the interview with our address and time.

    We've looked at offering gift cards to entice people to come in on for their first interview time however that really isn't helping much.

    Has anyone tried any incentives or other strategies to get people better success of follow ups with potential candidates. I really can't offer much as far as $ goes because we'd just get people to come in for the $ who have no desire to start our jobs and then never show up. We've tried doing attendance bonuses to get people to show up for work and sadly, that really doesn't improve things much.

    Just lookin for suggestions/ideas anyone has tried.

    Thanks,

    ------------------------------
    Matthew Backaitis
    General Manager
    Staff Finders Inc.
    Troy MI
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  • 2.  RE: Reducing No Shows for Interviews

    Posted 08-18-2020 06:22
    Hi Matt,
    Has your company considered a technology to drive attendance?  I can make an introduction to a company who seems to have a solid tech option.


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    Bryan Long TSC, CSP
    Director-Client Engagement
    TAPFIN
    Knoxville TN
    (865) 383-7245
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  • 3.  RE: Reducing No Shows for Interviews

    Posted 08-18-2020 10:41
    I would definitely be interested in learning more.

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    Jacklyn Salazar
    Chief Operations Officer
    Inteligente Solutions Inc.
    Livonia MI
    (734) 953-0900
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  • 4.  RE: Reducing No Shows for Interviews

    Posted 08-18-2020 10:40
    Hi Matthew, 
    I am across I-696 in Livonia, MI and we are having great difficulty with no shows to work.
    We too have had no success with attendance bonuses.  So I will be watching this conversation closely and see what it out there in our staffing universe.


    ------------------------------
    Jacklyn Salazar
    Chief Operations Officer
    Inteligente Solutions Inc.
    Livonia MI
    (734) 953-0900
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  • 5.  RE: Reducing No Shows for Interviews

    Posted 08-18-2020 12:05
    I suspect there are a number of things factoring into the high level of no-shows:

    1. In order to maintain unemployment benefits, there must be a valid attempt to secure employment. The candidates set up an office visit then simply don't show. They can count this as a valid attempt.
    2. There is a great deal of competition to get people back to work, and it has become considerably harder now that $12/hour folks are earning the equivalent of $20/hour not to work. I may have several office visits set up for potential work opportunities, but a better one comes along. I take it and blow off the rest.
    3. Uncertainty comes in waves in the current market. I may be motivated to work today, but tomorrow, not so much. I know that given the demand for people to return to work, I know I can land a job anytime I want. I just don't feel like it at this moment.
    4. Are we too anxious to get candidates in the door? There's something to be said for coming across a little too "desperate." Take a bit stronger approach in dealing with candidates. Not mean, but stronger. You have the jobs, they don't. Who has more leverage?
    5. For the short term while in the grips of this pandemic, what about short-circuiting your process? Why not have them come directly to the office rather than screening by phone? 
    6. What about interviewing at another location? Hold interviews at a local hotel or other location. Have them report directly to that location. Minimize the emphasis that you are a "staffing firm." 
    7. Support your recruiting efforts with social media posts. These posts should contain information about your company (a great company to work with), the clients you represent (great places to work) and any other positive information you can post that will attract the attention of potential candidates. Can you get testimonials from current employees on assignments?

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    Jay Mattern
    CEO
    Villing + Company
    South Bend IN
    (574) 277-0215
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  • 6.  RE: Reducing No Shows for Interviews

    Posted 08-19-2020 11:45
    Jay, 
    Your response was so helpful.  You are on it.  We have not had that particular problem but our good candidates are getting multiple offers. This current situation is confusing to everone. All we hear on the news...people are suffering and out of work. Then we hear of these examples and see the difficulty of filling positiions and it doesn't completely add up.

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    Joyce Robbins
    President
    Robbins Staffing Solutions Inc.
    Charlottesville VA
    (434) 295-9770
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  • 7.  RE: Reducing No Shows for Interviews

    Posted 09-01-2020 11:01
    Jay,
    Thank you so much for your response. These are all great points. A few which I had not considered.

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    Shalena Johnson
    Staffing Coordinator/Recruiter
    Premier Placements LLC
    Atlanta GA
    (678) 965-5690
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  • 8.  RE: Reducing No Shows for Interviews

    Posted 08-18-2020 14:40
    We have tried something similar... our company hires CNA, LPN & RN and we would offer to give the person who originally applied with us a $25 gift card if they brought a friend to the interview who also applied (along with offering referral bonuses once they are hired). 
    We see about a 60% show rate for in-person interviews and closer to 70% show rate for virtual interviews.

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    Charles Harkola
    Director of Sales and Marketing
    The Nurse Connection Staffing
    Albany NY
    (518) 459-6612
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  • 9.  RE: Reducing No Shows for Interviews

    Posted 09-01-2020 11:05
    Charles,

    Wow, those are impressive interview show rates. I think it is indicative of the industry you are staffing. Our show rate for virtual interviews was extremely low, which has put a lot of pressure on our team to find someone to work in our physical office.

    ------------------------------
    Shalena Johnson
    Staffing Coordinator/Recruiter
    Premier Placements LLC
    Atlanta GA
    (678) 965-5690
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  • 10.  RE: Reducing No Shows for Interviews

    Posted 08-18-2020 18:36

    Hi Matt,

    Trust me you are not alone! We also do a lot of hiring in the Light Industrial vertical and most of our weekly meetings have been trying to come up with a solution to this problem. 

    It is just amazing how they agree to show up and then they simply don't show up, but things have somehow started to look better since last week and I am not sure if your team has noticed the trend. 

    We have provided our recruiters with a dedicated sourcing specialist so that they could reach out to more candidates.


    Thanks
    Raffe


    ------------------------------
    Raffe Mohamed
    Director, Recruitment
    IonIdea Inc. dba Talent Tigers
    Fairfax VA
    (703) 279-4809
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  • 11.  RE: Reducing No Shows for Interviews

    Posted 08-19-2020 08:38
    Have a once-a-week pizza lunch and use that to draw folks into the office...

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    Jay Mattern
    CEO
    Villing + Company
    South Bend IN
    (574) 277-0215
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  • 12.  RE: Reducing No Shows for Interviews

    Posted 08-19-2020 08:58
    I am watching this thread as well for ideas from other areas since we all seem to be in the same boat.

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    Teri Schultz
    Branch Manager
    BelFlex Staffing Network
    910.323.2949
    www.belflex.com
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  • 13.  RE: Reducing No Shows for Interviews

    Posted 08-19-2020 12:59
    Here's one more idea:

    How about a monthly raffle or giveaway where every person who came in to the office for their interview is entered into a drawing for a meaningful gift. Maybe an iPad, a bluetooth speaker, an Alexa, or something along those lines?

    ------------------------------
    Jay Mattern
    CEO
    Villing + Company
    South Bend IN
    (574) 277-0215
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  • 14.  RE: Reducing No Shows for Interviews

    Posted 09-09-2020 11:40
    Completely agree with @Jay Mattern on these suggestions​.  We have to be more creative with quality draws now more than ever to get candidates in the door and back to work.  Another idea to consider is to leverage the hourly salary (and complement with a few of Jay's suggestions as a layered package.)  We used the base hourly rate to negotiate show/completion of the interview, job acceptance, etc.  In some cases, while the position was posted at $12/hr, we added to the post there were additional earning incentives on their hourly base pay.  These were outlined when we spoke to them.  For direct hires, we have offered healthy sign-on bonuses that extended 1-2 months beyond the guarantee fulfillment dates as well.

    Love the ideas shared on this post!  Keep 'em coming....

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    CJ Rodriguez, President
    Las Vegas, NV
    E. cj@evolvehcinc.com
    Tel. 702.596.5550
    www.cjmrodriguez.com
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  • 15.  RE: Reducing No Shows for Interviews

    Posted 09-12-2020 11:07
    Edited by Sheri Tischer 09-12-2020 11:08