How to Reduce No-Shows When Hiring for Household Staff

No-shows are an inevitable part of household staff hiring. How can you reduce no-shows when hiring for household staff roles?

1. Manage candidate expectations better

Be clear about the job description, location, salary, employer background, and the interview process.

2. Sell the job

3. Select the right candidates for interview

4. Ask for feedback from no-shows

5. Let candidates know what to expect

6. Communicate regularly with candidates

7. Move quickly

The job market is hot for household staffing, and every minute counts. Applicants are more likely to agree to a job interview if they receive a follow-up from employers within 48 hours. Candidates lose interest the longer they have to wait to hear from you, so the slower your process is, the less invested your applicants will be, and the less likely they'll show up. Speeding up time to hire massively improves no-show rates.

8. Be flexible

Find out when the candidate is mostly available: mornings or evenings?

9. Send reminders

Send calendar and SMS appointment reminders and notifications to candidates in the days before the deployment. This works as a good reminder, but also gives candidates the opportunity to let your recruiting team know if they can't make the agreed time slot anymore, or even reschedule themselves for another time.

If you'd like to see how Gladness can automate your candidate selection so you can engage, interview, and hire candidates faster, contact us via FB Messenger at m.me/1404352023201644.