It’s been hell on earth finding new employees for my practice. When we do find someone we like, the person doesn’t show up for the interview. I had one hot candidate change her mind and not show up for her first day of work! In some ways I think we dodge a bullet by not hiring these unreliable people. But what is happening with these job seekers and how do we find someone who will, at the very least, follow through?
My colleague, Liz Armato sent me an article written by a restaurant recruiter that beautifully explains this job ghosting phenomenon. The recruiter referred to Stephen Covey’s philosophy that we each have an invisible bank account and that in order to make a withdrawal from someone’s account, you need to make sure you have deposited sufficient good will in first. To prevent being ghosted, you need to make a deposit big enough so that the candidate is willing to commit to your hiring process. How do you do this? You have to promise and then deliver a job opportunity that is an upgrade from their current employment. There needs to be something special and compelling about your compensation, hours, supervision and overall environment to compel them to risk leaving their current place.
Your ad needs to be a sales pitch describing why your practice is a better place to work than their current practice and your competition. And while higher compensation will be a factor, it is not the only benefit you should offer candidates. You need to highlight that your office is a kinder and gentler place, that you prioritize personal and professional growth, that your friendly team will welcome them and that your practice in general, is a place they can feel nurtured and successful. Candidates will be less likely to ghost you when they perceive that you offer something valuable and unique.