10 Ways to Reduce No-Call, No-Shows in Staffing

No-call, no-shows can disrupt operations, frustrate clients, and cost time and money. The good news? A few proactive strategies can significantly reduce them.

Here are 10 ways to keep candidates engaged and accountable before their start date:

1?. Make It Personal – Set expectations early by asking candidates directly: “Can I count on you to be there?” Help them understand that a no-show doesn’t just affect them—it takes a job away from someone else and damages trust with the client. A personal connection can make them more committed to following through or being honest about not being interested in the role.

2?. Pre-Screen for Reliability – During interviews, ask candidates about past attendance and dependability: “Tell me about a time you had to push through challenges to show up for work.” Look for red flags like vague answers or a history of job-hopping. If reliability has been an issue before, it may be again.

3?. Ask About Other Job Applications – Don’t assume your offer is their only option. Ask: “Are you currently applying elsewhere? How does this job compare to others you’re considering?” If they seem more excited about another opportunity or treat your job as their backup plan, there’s a higher risk they’ll no-show. If your job is Plan B or C, be prepared with a backup candidate.

4?. Use Automated Reminders – A simple text, email, or app notification can be the difference between a candidate showing up or forgetting. Schedule multiple reminders—one when the job is accepted, another a few days before, and a final check-in the night before their first shift.

5?. Build Strong Relationships – People are less likely to ghost someone they feel connected to. Stay in touch, check in periodically, and make sure candidates know they can come to you with concerns. A quick “How’s everything going?” message can prevent last-minute drop-offs.

6?. Confirm Commitment Multiple Times – Don’t assume a candidate is locked in after one conversation. Reconfirm their start date during multiple touchpoints: “Just checking in—are we still good for Monday?” Candidates who hesitate or delay responding might be at risk of backing out.

7?. Have a Backup Plan – Even with the best preparation, no-shows happen. Maintain a warm bench of qualified candidates who can step in if someone drops out. Keep your pipeline full so clients aren’t left scrambling.

8?. Check for Job Fit – Many no-shows happen because candidates take a job they don’t really want. Make sure they understand the role, pay, schedule, and expectations. If they seem unsure, dig deeper: “Does this opportunity align with what you’re looking for?” If they’re hesitant, they may be at risk of not showing up.

9?. Provide Clear Onboarding Materials – Confusion leads to no-shows. Give candidates all the details they need: work location, who to check in with, what to bring, and what to expect on day one. Consider providing a trifold or digital “ticket to work” that includes all this information in one place. The easier it is for them to prepare, the more likely they are to show up.

10. Follow Up After Absences – If someone does no-show, reach out and find out why. Did they take another job and not tell you? Did something change in their situation? Understanding the reasons behind no-shows helps improve your process and prevent future ones.

Reducing no-shows start long before day one. What strategies have worked best for you? Share your insights!