One of the biggest frustrations international recruiters, employment agencies and end employers have is when candidates fail to show up to start the job, or so-called candidate no-shows.
After weeks of sourcing, screening, and preparing, the employer or agency is left waiting for a candidate who never arrives. This not only wastes time and resources but also delays the employer’s operations and damages trust in the recruiters and the recruitment process.
At Hire Abroad, we’ve seen this challenge across many industries. While there’s no single solution to completely eliminate this problem, we may be able to help with a few recommendations that can reduce the risk.
Candidate Psychology: Why Do No-Shows Happen?
Let’s face it: with years of experience in recruitment, we take a lot for granted and often forget to put ourselves in the shoes of the candidates. What are the main reasons they fail to show up? There are a number of key reasons:
- Uncertainty or fear of moving abroad: For many, this is their first international job. The step can feel overwhelming.
- Lack of commitment: Without a signed contract, candidates may not feel obligated to follow through.
- Lack of trust: Our data also suggests that a considerable number of no-shows didn’t even though the job was real in the first place.
- Better or easier opportunities at home or with other recruiters: Some candidates change their mind when faced with the reality of relocating. Also, they might choose another offer, thinking they’re better off.
- Financial concerns: Travel costs can feel like a barrier, especially if candidates aren’t sure about the employer’s reliability.
Looking at these concerns a bit closer instantly lets us know that most no-shows aren’t the result of carelessness, but uncertainty, fear, and generally, lack of trust.
What Helps Reduce No-Shows?
What strategies can help you reduce no-show rates? In previous articles drafted from the info gathered by our success manager, we’ve already established that recruiters should focus on building trust with candidates. From regular follow-ups to addressing every concern and question the person may have from the very beginning of the recruitment process.
This might mean that recruiters should have a portfolio of the accommodations the agency offers, more info about the work, photos of the workplace and accommodation, and actual feedback and testimonials from already working individuals. Apart from this, we also recommend the following:
1. Asking for the Plane Ticket in Advance
Some agencies have found that asking candidates to arrange their own travel (or at least book their ticket) helps filter out those who aren’t serious. When a candidate invests in the journey, their likelihood of showing up increases.
While this method can reduce no-shows, it has its downsides. Unfortunately, not every candidate has the upfront funds, and it can sometimes discourage otherwise motivated workers. This means that this approach should be used with caution, and using it as a reinforced recommendation for the candidate, not to scare them off if they are discouraged by the lack of funds at the moment.
2. Signing the Employment Contract Beforehand
Another way to reduce no-show rates, in our experience, would be signing the employment contract before the candidate sets out to the Netherlands. While this might seem a bit of extra work, it can go a long way in ensuring that the person actually shows up on starting day.
Why would this approach work?
- It gives candidates certainty: They know a job is waiting for them.
- It builds trust: The employer and the recruiter demonstrate commitment first.
- It strengthens the psychological contract: When a candidate signs, they are less likely to back out.
- It reduces last-minute doubts: Everything feels more official and secure.
3. Additional Considerations
We’ve already talked about recruiters being able to showcase photos of the living accommodations and the actual workplace as a massive plus in building trust with candidates. On the same note, talking openly about salary and general living expectations can also be highly beneficial. Breaking down the salary to net instead of gross, along with telling more about the ins and outs of everyday life in the Netherlands can also help. For instance, many candidates may not be very fond of biking, but as you put things into perspective (there are great bike routes everywhere and mainly on flat surfaces), candidates will be more willing to follow through with realistic expectations.
The Hire Abroad Recommendation
We suggest agencies and employers combine these strategies:
- Encourage candidates to book their travel (when financially possible).
- Always provide a signed employment contract before travel.
- Show photos of the actual workplace
- Provide more information about the exact living conditions (show actual pictures about the accommodation/houses/rooms)
- Address every question and concern the candidate may have quickly
This double layer of commitment, financial (ticket) and professional (contract), along with realistic expectations create a higher level of reliability and reduce no-shows significantly.
Final Thoughts
As we’ve mentioned countless times, international recruitment isn’t just about the numbers and filling vacancies. It’s about creating trust between candidates, recruiters, agencies, and employers. And it all starts during the recruitment process, with small but meaningful steps. From familiarising the candidate with the things that await them, to signing contracts early, employers can save time, reduce risk and ensure a more streamlined recruitment process for everyone involved.
