No Show, No Call is at the top of the list of ‘pain points’ faced by companies that hire temporary staff from agency resources. It is a situation that happens when ‘Confirmed Workers’ do not arrive for their job shifts. This can cause costly delays in the company’s operations.
Depending upon the mission-critical nature of the company’s business, extra Workers (by up to 20%) are booked to create a ‘cushion’ of extra labour ensuring urgent deadlines are met. This may help meet the immediate goals; however, increasing the labour costs can also negatively impact a Company’s ‘bottom line’ over repetitive situations.
Jombone conducted a survey to uncover “Real-Life” reasons associated with “No Show, No Call”. There are four broad categories in which the findings can be grouped:
- No Accountability – Candidates register with multiple staffing agencies and keep a backup job option. Find jobs with higher pay rates, a shorter commute, or based on personal motivations
- Candidate Errors – The candidate selects improper shift timing and realizes later that it won’t work
- Career Temps – Candidates that are Career Temps opt for an ‘Elect-to-Work’ approach and are looking for a quick-fix, ASAP job with a limited commitment level
- Communication issues: Candidates faced challenges in communication with their respective staffing agencies
Jombone looked at behavioral science to solve this problem from a different perspective. Most reasons for No Shows and No Calls can be solved by linking them with heuristics like candidate accountability and Informed decision-making by hiring managers.
Within the Jombone platform, Jombone has devised a scoring system called “JScore”. JScore, a central Hiring Rating Engine, is a score out of 900 (similar to the Credit Rating System) that determines a candidate’s employability.
JScore aggregates over 150 attributes associated with the Candidate’s full profile, including ID, Background, Reference & Criminal Checks, Feedback from all past assignments, the number of no shows-no calls history, and several others in real-time.
This helps introduce and maintain Accountability in Candidates and, at the same time, helps managers make an informed decision before hiring them. The feedback loop is continuous and ongoing.