You’ve reviewed the entire employee recruitment and selection process, found the right candidate, sent the offer letter, and received an enthusiastic yes. But then, the unexpected happens—they don’t show up. No calls, no emails, just silence from the hired applicant.

Talent acquisition teams and hiring managers know this frustration all too well. Ghosting on the first day isn’t just inconvenient; it disrupts workflow, increases employee turnover, and wastes valuable resources. 

So how can you prevent it? 

1. Build a Connection Before Their First Day

People want to feel valued before they even start. A disconnected hiring process makes it easy for applicants to walk away without a second thought.

• Send a personalized welcome message with details about their first day.
• Assign a mentor or buddy to reach out and introduce themselves.
• Invite them to a virtual or in-person meet-up to make them feel part of the team.

2. Set Clear Expectations During Hiring

New hires ghost when they realize the job isn’t what they expected. Being upfront about responsibilities, company culture, and expectations reduces uncertainty.

• Avoid vague job descriptions—be clear about duties, performance expectations, and company policies.
• Discuss workplace culture and growth opportunities so they see a future with your company.
• Share an onboarding plan so they know what to expect.

3. Keep Them Engaged After the Offer

A long gap between acceptance and start date increases the risk of ghosting. Stay connected to reinforce their decision.

• Send updates about the company to maintain excitement.
• Check-in regularly through casual messages or quick calls.
• Offer a welcome package or branded items to create an emotional connection.

4. Prioritize Employee Well-Being and Support

Many new hires feel anxious about a new job. Companies that emphasize employee well-being foster trust and commitment.

• Highlight health benefits, flexible work arrangements, and support systems.
• Share examples of how the company values work-life balance.
• Address concerns and reassure them that they’re stepping into a supportive environment.

5. Identify Red Flags During Hiring

Some candidates show signs of unreliability early on. Spotting these red flags during employee recruitment and selection can save you time and resources.

• Slow responses or lack of enthusiasm during interviews.
• Unexplained job-hopping or vague answers about career goals.
• Hesitation about the role or unclear commitment.

If you notice these signs, discuss them openly before proceeding with the hire.

6. Make Onboarding an Experience They Won’t Forget

A strong start increases retention. A dull, confusing, or overwhelming first day can make new hires reconsider their decision.

• Ensure all necessary tools and materials are ready before they arrive.
• Introduce them to the team and key decision-makers.
• Make them feel their role is meaningful and connected to company goals.

Conclusion

Ghosting is frustrating, but it’s often preventable. Strengthening talent acquisition strategies, enhancing workplace culture, and focusing on employee well-being make a big difference.

By building relationships early, keeping communication open, and ensuring a smooth onboarding process, you can reduce employee turnover and create a workplace where new hires feel valued from day one.

Want to make your hiring process more effective? 

Focus on engagement, transparency, and a culture that employees want to be part of. That’s the key to keeping them committed and loyal to your company.