How do we stop employee ghosting?
Practical steps for small - mid sized Australian businesses
Ghosting is when a candidate or new hire disappears without notice. This is frustrating, expensive and increasingly common in Australian workplaces. It’s especially disruptive for small and medium sized businesses where one missing person can blow a roster or leave the team short-handed.
The good new? Most ghosting is preventable. Fixes are practical, inexpensive and mostly about being fair, clear and respectful from the start.
1. Pay fairly (and be transparent about it)
Money matters. Many workers, particularly casuals in hospitality, retail and trades will walk if the pay or conditions don’t stack up against competing offers. Make sure you’re paying (or advertising) at or above award rates, include casual loading where relevant, and be transparent about penalties, shift loadings and overtime.
Clear, honest pay information reduces surprises that lead to last-minute no-shows.
2. Write a clear brief and position description
Ghosting often happens when the reality of a role differs from what was promised. Before you advertise or interview, clarify the hours, duties, base rate, required skills, reporting lines and who they’ll work with. Share that in the ad and in the offer paperwork.
Candidates who know exactly what they’re signing up for are much less likely to accept (and stay) then disappear.
3. Speed and communication matter
A slow, one-way recruitment process feels disrespectful. Simple steps such as prompt replies to applications, transparent timelines, and quick phone calls for offers signal that you’re organised and value people’s time.
Research shows better candidate communication reduces ghosting because candidates feel connected and informed. Avoid delays when timing matters.
4. Sell the team, not just the job
Pay isn’t everything. People want to feel part of a team. Use interviews to showcase the culture: who’s on shift, what a typical day looks like, how you support casuals, and how rostering works. Smaller workplaces can use culture as a competitive advantage.
Showing honest, real stories about training, flexibility, and manager support make candidates feel more comfortable committing.
5. Make onboarding simple and welcoming
Many “ghosts” vanish between offer and first shift because paperwork is complex, logistics aren’t sorted, or the first day is intimidating. Send simple pre-start checklists, confirm start times by phone or text, and introduce them to a buddy on the roster.
Effort in a warm welcome cuts no-shows dramatically.
6. Use better offers, not ultimatums
If a candidate is weighing options, a fast, clear written offer with start date, pay and first-week schedule helps them decide. It also demonstrates professionalism. Consider small incentives for first shifts (e.g., guaranteed hours for the first week, or a small sign-on payment) rather than threats or blacklists - incentives work much better to build goodwill.
7. Treat casuals as part of the business
Casual workers who feel on the inside are less likely to ghost. Give predictable shifts where possible, offer simple training and keep communication lines open (a regular roster text, shift reminders, quick check-ins). Fair treatment builds loyalty and reduces churn over time.
Recent changes to casual employment law also mean employers should be clear about the nature of casual work from day one.
8. Track and learn
When someone ghosts, ask why (where possible) and treat feedback seriously. Track patterns - times, roles or managers associated with higher ghosting … and change what’s not working.
Stopping ghosting isn’t about policing people - it’s about removing the common triggers: poor pay, unclear expectations, slow processes and weak onboarding. For small businesses the payoff is big: fewer last-minute gaps, less firefighting and a stronger team.
If you’d like help putting this into practice, our Casual Staffing Solutions package helps small businesses advertise clearly, vet candidates, and manage onboarding so you see fewer no-shows and more reliable shifts. Drop us a line and we’ll tailor a simple plan for your business.
