In this six-part article, the attorneys at Cotney Construction Law are discussing situations when a worker quits showing up to work without any notice. In parts one, two, and three, we explained some reasons why “ghosting” occurs. In this part, we will offer some advice on how to strengthen your application process. A Boca Raton construction lawyer knows that in order to nip this problem in the bud, contractors need to develop a system that strengthens their recruitment, interview, and hiring efforts.
Combating Ghosting During Applicancy
As a great portion of ghosting incidents involve applicants during the hiring process or new hires, it’s important to begin your efforts in the recruitment phase. Construction companies need to develop resources to establish a pool of talented professionals to choose from. That way when a person unexpectedly walks off the project site for good, there is a contingency plan in place to effectively fill the gap.
This process begins by creating meaningful relationships with your applicants. If you make a personal connection with applicants and are transparent with them during your hiring process, they will respect you and appreciate your honesty in return. When an employer makes a great impression on the candidates competing for a position, they will be more prone to accept an offer from that employer even if it is slightly lower than a competing offer as they see the potential for growth with your company.
Developing a Recruitment System
Here are a few things to consider when developing a digital Rolodex of talented candidates:
- Know Your Strengths/Weaknesses: consider what types of positions experience the highest turnover for your company. Also, think of past experiences in which certain positions were more challenging to fill once an employee left. It’s critical that contractors know the strengths and weaknesses of their workforce and business model, so they can discover the most effective way to make a seamless transition from the exit of one employee to a new one joining their project.
- Building Resources: many contracting businesses elect to build their workforce from within, meaning that they give their current or former employees the opportunity to weigh in on the hiring process. If you have great employees who know other qualified candidates that they have worked with in the past and vouch for, this can be an effective way to streamline the interview process.
- Engaging Applicants: throughout your recruitment efforts, it’s important to communicate with applicants and prospective candidates consistently. Even if you choose not to offer a position to a candidate, they will remember your professionalism and may even re-apply at a later date when the right opening is available.
- Safety in Numbers: knowing that many candidates will not show up for interviews, many staffing agencies deliberately overbook their interviews. Although you never want to crowd your job site, it’s important to always consider the likelihood that some applicants will take their talents elsewhere.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.