3 Tips to Reduce New Hire Ghosting

I want to talk about a scary trend in strategic conversations I’ve had with global talent acquisition leaders. From Healthcare to Technology to Staffing, no industry seems safe from a term I thought was dead and buried: “new hire ghosting”.

Yes, like Michael Myers I’m hearing repeated stories of new hires, “ghosting” their employers (not showing up to start and in some cases completely disappearing) after accepting the full-time job offer.

Here are three proven tips as a talent acquisition, ‘ghostbuster” I’ve seen incorporated to reduce new hire ghosting.

1. Understand the financial impact

Just like the old adage, “The first step to solving a problem is acknowledging there is a problem” goes; the same goes for talent acquisition and onboarding. My first piece of advice for customers or friends facing this challenge is to take a step back to look at how much new hire ghosting is costing the organization.

  • For instance, one Healthcare Talent Acquisition leader shared they were losing 25% of new hires for a critical operational role which was costing their business over $100k a month
  • Another shared that every day a mission-critical role went unfilled it was costing the company $1,000+ per day per position

That’s the type of terrifying math that gives CEOs nightmares and shows the financial impact of human resources and talent acquisition working efficiently (or not).

PivotCX is on a mission to reduce new hire ghosting

2. Improve/Start Pre-Boarding Engagement

The days of getting the accepted offer letter and waiting until the new hire starts to pick up the conversation again are over. With a large remote workforce and a tectonic shift in the employee/company working relationship, it’s no longer safely assumed that once someone sends back their signed offer letter, they are going to start.

From building and running successful pre-boarding/onboarding programs myself and partnering to do the same with 100’s talent acquisition leaders the formula is simple

  • Ensure you currently have a pre-boarding plan (the phase between the accepted offer and the day one start date)
  • Incorporate a personal welcome message from their new hiring manager, teammate, or executive leader
  • Leverage multiple channels for engaging communication (email, SMS, and video)
  • Have a simple call to action that the new hire can respond easily to

For example, I’ve seen companies leverage a quick recording from the CEO or hiring manager welcoming them to the team via an SMS message with a quick ask to send back their favorite band or to connect with them on LinkedIn, etc.

The question isn’t nearly as important as the purpose: “You are an important new hire and we want to know more about you”. These are starting points to make sure you have an engaged new hire joining. Conversely, it provides an early warning sign if you don’t hear back from them ahead of their first day.

Link to the full data

3. Evolve from Email to Leverage SMS in Your New Hire Messaging

One of the most attended and engaging webinars I’ve led this year centered around attracting, engaging, and hiring the GenZ workforce. I was joined by Elaine Davidson (she/her/hers) and we covered a full range of solutions (link to download webinar and materials here). When we unpacked the data from the bls.gov a powerful trend emerged: the workforce is at the same time eliminating an entire generation of workers while hiring another new generation of workers.

This seems like the perfect balance but the key here is communication. For one set of workers, email has remained the go-to method to communicate information. This has been the standard for the past 15 years but recently there’s been a shift. According to Fast Company (link to article here), Gen Z has three core communication channels with SMS being the runaway favorite. In fact:

  • SMS accounted for nearly 100% more than the second most used (email)
  • Not only Gen Z but Millennials and Gen X ALL preferred SMS to email

In closing, I’ve seen first-hand the financial impact new hire ghosting has on companies as well as the reverse for companies learning to reduce it. As the candy piles grow high tonight, I hope I’ve provided some serious food for thought for any talent acquisition leader looking to improve their new hire pre-boarding and put a stake in the heart of new hire ghosting once and for all.

Thanks for reading, liking, commenting on this post, and sharing with anyone in your network you think would enjoy starting their week with this quick read. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals and Iโ€™m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.

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Connect: https://www.linkedin.com/in/andrejboulais/

Andre J. Boulais

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3 Tips for Thriving After a Layoff

Congratulations! If you are one of the quarter of a million professionals experience layoffs so far in 2024, you now have the opportunity to find the best job of your life. Sound crazy? Stick with me.

In the last year alone, I’ve worked with over 500+ recruiting and talent acquisition professionals at all levels who have experienced the dreaded layoff. While it hasn’t been easy (or quick in some cases), the majority of professionals I’ve worked with are thriving and have landed at an even better position than the role they lost. As someone who’s spent their entire career in talent acquisition and executive leadership, here are three tips to help guide anyone who’s experienced a layoff.

Take a breath – This may seem out of place to have as the first tip to experience the dreaded layoff but hear me out. It’s human nature to have the first reaction to sudden change be one of either panic or a manic need for activity. That being said, there’s power in stillness. Remember this is an opportunity for a new beginning. Often professionals immediately rush into taking another job out of fear without fully processing what has happened. I’ve seen it happen where the same person is looking for a new job a few months later. My advice is whether it’s a weekend or a week or a sabbatical, make sure you take time to process what’s happened. Use the time to reflect on what you love, your skills, and what you want to do next. You’ll find your clarity improved substantially a week later compared to a day later from being laid off.

Embrace Your Network (and Export your LinkedIn Connections)On a recent poll, over 70% of recruiters and recruiting leaders stated the most important factor in reviewing a potential candidate wasn’t their resume or LinkedIn profile; it was if they were referred from another employee. With that in mind, know that your professional network is your most powerful asset to finding your next company and role. The first step to your dream job is exporting your LinkedIn connections (request the full download of all info). It’s pretty painless and takes about 30 seconds to set up the initial download (link on how to do this here) into an Excel or Google Sheets file. I recommend sorting by company (target any companies on your wish list to work for and start with a common connection). and then creating filters by hiring managers and recruiters. For senior leadership roles, I recommend reaching out directly to any C-Suite contacts. You never know. A former boss, colleague, or college roommate could be your path to the career and company at the top of your list.

Great resource from the link provided about exporting your LinkedIn Connections

Have a (Project) Plan

The best way to handle uncertainty is to plan with certainty. I wrote briefly about the importance of having a project plan as an executive in my last article (link here) but this is even more important when finding (and landing) your dream job. The plan starts with a high-level focus on three stages.

  • Stabilize
  • Prepare
  • Execute

I’ve shared this plan with former colleagues, friends, and additional professionals who have been impacted, and feel free to use and make your own.

Sample project plan I recommend to professionals impacted by layoffs.

In closing, Mike Tyson’s famous quote: “everyone has a plan until they get punched in the face” comes to mind. Now, I’ve never been punched in the face by Iron Mike but I can tell you from talking to thousands of professionals experiencing the dreaded layoff unexpectedly is the closest professional equivalent to this.

That being said, what I love about this quote is the reality that life will take an amazing plan and throw it out the window. When that happens, it’s how you respond that will determine your future. I hope this article gives hope, guidance, and a plan for finding an even better career for the thousands around the world.

As always, thanks for reading, liking this post, and sharing with anyone in your network you think could help them during a tough time. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals. Iโ€™m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.

If you like what you’ve read today, please click here to subscribe to the newsletter.

You can also click here to connect on LinkedIn and here to follow.

Connect: https://www.linkedin.com/in/andrejboulais/

Remember, you’re not alone. We are #inthistogether.

Andre J. Boulais

Ready to change the way you hire?

Find out how to improve your hiring process today

Meet Cnect’s Inaugural Advisory Board Members

I am glad to work with an all-star Advisory Board Members atย Cnect. Our team has diligently produced an excellent solution to hiring in 2024 and beyond with our advisory board, I’m confident we’ll surpass our expectations.

Thanks for joining the team!

๐Ÿš€ William Tincup is one of the most recognized names in WorkTech with a career as an executive, influencer, podcaster, analyst, strategist, writer, speaker, consultant, advisor, investor, and journalist who has been featured or sourced as an HR, TA, future of work & career expert in the NYT, WSJ, HBR, HuffPost, Fortune, MSNBC, CNN, Business Insider, Yahoo Finance, Bloomberg News, Investorโ€™s Business Daily, Information Week, Tech Target, Tech Republic, TechCrunch, Fast Company, WIRED, LinkedIn and other HR and TA publications. He’s guided over 25+ companies to successful exit.

๐Ÿš€ Elaine Davidson (she/her/hers) is the founder and CEO of Beacon Lane Consulting, a firm dedicated to building scalable, sustainable recruiting solutions.  Sheโ€™s one of the leading voices on candidate engagement and will be a featured speaker at SourceCon this April.  Before founding Beacon Lane, Elaine spent 20 years in global Talent Acquisition leadership roles at PWC, Blackrock, and others.

๐Ÿš€ Kevin W. is one of the most recognized names in DEI, sourcing and talent acquisition success with a career in leadership at companies like Microsoft, Coca-Cola, Amazon, and Entelo/SilkRoad where he served as the Head of Diversity and Inclusion.  Kevin brings an incredible ability to assess a variety of ingredients at a company before building a recipe that leads to a proven formula for success.  He serves as a Forbes Council Member where he regularly reaches a large global audience and is a regular WorkTech and DEI conference speaker for ERE, SourceCon, Amazon REXPO and others.

๐Ÿš€ Andrew Schafer has spent a career as a key technology leader with a vision for the future serving as CTO and senior technology leader for companies like Meta, Avanande, Macmillan and Take the Interview (acquired by Entelo).  His unique ability to inspire and lead concurrent teams on multiple continents gives him a unique global view on key trends such as AI and the ability to stay at the forefront of technology.  As CTO for Arteli. Inc his passions for AI and machine learning intersect for their platform for retail executives.

๐Ÿš€ Toni L. R. is the founder and CEO of ConsortHR and has led the HR charge for multiple M&A transactions. Her distinguished record of accomplishments includes leading global employee effectiveness campaigns, organizational development, and leadership strategies for over 7,000 global employees.

๐Ÿš€ Vincent Russo is the founder of Emerson United, a strategic search and recruitment firm aligned with dynamic technology and steady growth.  His experience leveraging cutting-edge technology along with best practices for candidate engagement to remote professionals is a driving force for good in our space.

Ready to change the way you hire?

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