A new study by the CIPD and Omni RMS has found that over a quarter of UK employers have experienced new hires failing to show up on their first day of work.

This phenomenon, commonly referred to as “ghosting,” has affected 27% of employers who tried to fill vacancies in the past 12 months. The research also revealed that 41% of employers who recruited candidates in the same period saw new employees resign within the first 12 weeks of employment.

The report, titled Resourcing and Talent Planning, highlights the importance of maintaining engagement throughout the recruitment process. Both the CIPD and Omni RMS urge employers to ensure candidates remain committed to the role and have realistic expectations from the outset. Effective onboarding processes are also recommended to help new recruits adjust to their roles and the organisation.

Competitive Labour Market Drives Hiring Challenges

The research findings emerge against the backdrop of a highly competitive labour market. Many employers have reported increased difficulties in both recruiting and retaining talent over the past year. The survey, which involved over 1,000 HR and people professionals across the UK, highlights several key trends:

  • 64% of employers who attempted to recruit over the past year reported difficulties in attracting candidates.
  • 69% of employers agreed that competition for highly qualified talent has intensified.
  • 56% said that retaining talent had become more difficult in the past year, with this figure rising to 71% in the public sector.
  • More organisations are addressing retention challenges, with 42% now taking active steps, up from 29% in 2021.

Employers are adopting various strategies to enhance their appeal to potential candidates. The most common measures include increasing flexible working opportunities (35%) and offering competitive pay and benefits packages (34%). Public sector employers have focused more on promoting their organisational values (41%) than offering competitive pay (16%).

The Importance of Engaging Candidates Throughout Recruitment

Claire McCartney, policy and practice manager at the CIPD, emphasised the need for strong recruitment and retention strategies in light of the findings. She noted that organisations must ensure they attract and retain employees in an increasingly competitive market, particularly for senior and highly skilled positions.

“Engaging and retaining employees begins before new starters even walk through the door,” McCartney said. She recommended that employers keep communication open with candidates throughout the recruitment process, clearly outlining the purpose, values, and benefits of the organisation, including flexible working arrangements. This ensures that prospective employees are fully committed to the role and have realistic expectations about their new workplace.

McCartney also highlighted the role of effective onboarding in improving retention: “Supportive and informative inductions can help new starters to connect with an organisation and perform at their best. By investing in effective onboarding, employers can improve overall retention and are more likely to reap long-term benefits.”

Tackling the Issue of Ghosting

Louise Shaw, Managing Director at Omni RMS, called attention to the growing concern around ghosting and its impact on business continuity and growth. She noted that an increasing number of candidates are either withdrawing their applications or failing to turn up for their first day, often because of a poor recruitment experience or a lack of communication post-offer.

“Ghosting is a huge concern for business continuity and growth. We’ve steadily seen an increase in this behaviour as poor experience or lack of communication post-offer creates increased dropout,” Shaw said. She added that high demand for the best candidates often means they have multiple job offers, leading to more frequent dropouts before starting in a new role.

Omni RMS has addressed this issue by investing in technology and resources to keep candidates engaged throughout the onboarding process. Shaw noted that this approach has reduced ghosting and dropouts by 30% for their clients.

Looking Ahead: Preventing Future Candidate Dropouts

As the labour market remains competitive, both the CIPD and Omni RMS stress the importance of addressing the root causes of candidate ghosting. Organisations need to be proactive in engaging potential employees, ensuring open communication, and providing clear expectations throughout the recruitment process. Additionally, investing in strong onboarding practices can help prevent early resignations, which remain a significant challenge for many employers.

With the economic climate continuing to evolve, organisations that refine their recruitment and retention strategies will be better positioned to compete for talent and reduce the risks associated with ghosting and high turnover.