As an employer, you know your employees are going to miss days at work. Whether scheduled days off or unexpected illnesses, occasional absences are a normal part of the business. Fortunately, many if not most of these situations you will hear from the employee and know why they cannot make it in for work. That is unless it’s a no-call, no-show.

An employee absence qualifies as a no-call, no-show when they don’t let you know they aren’t going to make it into work and instead simply miss the shift without notice. Certain circumstances can excuse this, like a car accident or other major problem that leaves the employee unable to call. These are forgivable, but not all no-call, no-shows are. Here’s how to properly handle your no-call, no-show employees.

Be proactive – have a policy in place.

Before you even face the situation, you should have clear guidelines in your handbook. From these pages, an employee should learn about your attendance policies, how to call off a shift, and the process for scheduling paid time off, as well as the consequences of failing to follow these procedures. This way, when the no-call, no-show situation arises, you have everything in writing.

Make sure your employees know the policy.

This should go without saying, but a policy doesn’t do any good if you don’t make it known to your staff. Have them sign off on their handbooks to know they were received and periodically do reminders to keep them up to date.

Maintain consistency in your enforcement.

One of the easiest ways to show your staff you mean what the no-call, no-show policy says is to enforce it every time. Unless there were extenuating circumstances like an accident, hold every employee to the same standard to avoid whispers of favoritism. When you start to let things slide, your employees may start to see ways they can take advantage of the system.

Consider a new way to schedule.

If no-call, no-shows are becoming a problem, there could be bigger issues. Take time to listen to your team to see if something in your process is making things difficult for them. You don’t want to bend immediately to their thoughts, but they may offer something worth considering.

For some, you may just need to add more flexibility to your scheduling. There are apps that allow your workers to go right in and request time off, and some even permit self-scheduling. The ease of operations can help your employees get all the days they need. Another option is letting them work it out amongst themselves, meaning you give them the power to switch their shifts with co-workers, so when they need a day, they can take it and make sure their shift is still covered.

An employment agency with you in mind.

When you’re looking for a new team member, you want more than to fill a void. At Workbox Staffing, we’re dedicated to finding you the right candidates in a less stressful and faster way. Find a location near you to get started today!

A job interview is like a normal conversation with higher stakes. It’s a back and forth between you and the interviewer, where they want to learn more about you, and you want to learn more about the position and company. Because of this, the questions you ask at the end of the interview are essential. To make sure you impress the interviewer, consider asking these 10 questions.

What are the most important qualities for the person who fills this position?

This can provide insight beyond the basic description. Here you can learn more about the type of person who will fit in with their culture and decide if it’s a good fit for you.

Please tell me a little bit more about the day-to-day of this role

Here you learn more about the role and the skills that are required. By learning what you’d be doing on a daily basis, you can offer additional information to show how you would make a good fit based on your experience.

What is your company culture like?

Understanding the company culture prior to being hired will help you determine whether you’ll fit in and succeed. Depending on your situation, this may help you decide between accepting the job or passing for another opportunity.

As far as this department goes, what do you feel are the biggest opportunities and challenges?

When you ask this, you show the employer you’re dedicated to learning all you can and applying your skills to help continue its success.

Who is your top competitor and why?

Your pre-interview research should’ve made this clear but asking provides insight into the employer’s mind. You can even offer some of what you learned when asking to show you’ve done your research and are looking to learn more.

Where is your company going?

A healthy company is growing, so an insight into a five-year plan can help you decide whether there is a future for you.

 Are there opportunities for growth in the company?

You don’t want to give the impression you’re always looking for the next opportunity, but this question can help you evaluate your own potential and show an employer you’re willing to be loyal.

What do you like best about working here?

With this, you can learn more about the culture and see a more personal side to your interviewer and their feelings about their workplace.

What are the next steps?

This shows you’re interested in continuing the pursuit of the position. By knowing the timeline, you can follow up based on what you’re told, so you don’t come off as overzealous.

How am I compared to others you’ve interviewed?

This is a bold question and should be asked on a case-by-case basis, depending on their hiring process and how you felt the interview went.

Let us find the job that’s perfect for you

Visit our job board or request a call today to begin your journey with Workbox Staffing!