After completing her undergraduate degree in Global Commerce at the University of Galway, Katie developed a strong passion for people, purpose, and performance. This interest led her to pursue a Master’s in Human Resource Management at Queen’s University Belfast, where she has deepened her understanding of talent, strategy, and workplace culture.
Now, as an Associate Recruitment Consultant at MCS Group Belfast, Katie has the opportunity to put that passion into practice every day. She specialises in the HR division, connecting talented professionals with forward-thinking employers across Northern Ireland and the Republic of Ireland. She is proud to work for a specialist recruitment agency that shares her commitment to quality, integrity, and long-term partnerships.
Balancing the final stages of her Master’s with the fast-paced world of recruitment has been an exciting chapter—one that has strengthened both her resilience and her passion for HR. Every day, she sees the impact that thoughtful hiring decisions can have on teams and businesses alike. It has reinforced her belief that HR is not merely a function but a strategic force for positive change.
Tel: 028 90 235456
Direct: 02896 935507
k.fox@mcsgroup.jobs
You’ve found the one. After sifting through CVs, juggling interviews, and negotiating offers, your ideal candidate accepts the job. The contract is signed, the onboarding date is set... and then silence. No response to emails. No updates. No day one appearance.
How to Stop New Hires Vanishing Before Day One
Welcome to the growing phenomenon of new hire ghosting. A trend that’s not just frustrating, it’s costly.
In a candidate-driven market, especially within competitive sectors like tech, finance, and specialist professional services, people are spoiled for choice. Until they’ve physically walked through the door, they’re not fully ‘yours’. That’s where pre-boarding and onboarding come into play, and where many employers fall short.
Why New Hires Disappear
There are a few common reasons behind pre-start drop-off:
- They’ve received a counter-offer and taken it.
- Another role with quicker onboarding or better communication has won them over.
- They’ve started second-guessing their decision due to poor engagement after signing.
- Something has changed in their personal circumstances, and they feel awkward about backing out.
Whatever the cause, the result is the same: wasted time, delayed projects, awkward conversations with hiring managers, and a dip in morale across the business.
The good news? You can prevent this with the right pre-boarding strategy.
Pre-boarding: The Commitment Phase
Too many organisations treat the time between offer and start date as administrative limbo. But in reality, this is when your new hire is most vulnerable to doubts and to offers from other employers who are still actively engaging them.
Pre-boarding is your opportunity to create emotional commitment. Done right, it turns an “accepted offer” into genuine excitement about joining.
Here’s how:
Personalise the welcome
A quick email or branded welcome pack can go a long way. Better yet, a short message from their future manager or team members adds authenticity.
Keep communication flowing
Regular check-ins help maintain momentum. A weekly touchpoint like a simple “Looking forward to having you on board in two weeks!” keeps the relationship warm and shows you care.
Offer a pre-start guide
Send over a short “What to Expect” document or invite them to a virtual meet-and-greet. The aim is to reduce uncertainty and keep them connected to your organisation.
Share your culture
If your team has a social group chat, online event, or internal newsletter, consider offering them early access. Candidates love to get a feel for the culture before day one, so show them what they’re walking into.
Onboarding: Beyond the First Day
A great onboarding experience builds trust, boosts confidence, and helps new hires hit the ground running. Yet many organisations still treat it as a paperwork exercise.
To reduce early turnover and secure long-term engagement, onboarding needs to be:
- Structured: Have a clear plan for their first week and beyond, shared in advance.
- Human: Make sure someone is ready to greet them, involve them, and support them.
- Relevant: Focus on giving them meaningful context - not just ticking boxes.
It’s not just about systems access and security passes. It’s about creating a sense of belonging from the outset.
The Power of Early Belonging
One of the most underused tools in pre-start engagement is connection. People are less likely to ghost a team they already feel part of. You can create this by:
- Pairing new hires with a buddy before they start.
- Inviting them to informal team catch-ups (virtual or in person).
- Letting them meet someone who’s recently joined, so they can hear what it’s really like.
This builds psychological safety, reduces nerves, and creates emotional investment - crucial ingredients in a successful hire.
From Recruitment to Retention
We’ve seen this time and again: it’s not always the salary or job title that keeps someone loyal - it’s how they feel about the people and the process.
When employers put effort into pre-boarding and onboarding, their candidates are far less likely to disappear. When they don’t, even the most enthusiastic “yes” can quietly fade into a missed start date.
So, if you're experiencing last-minute dropouts or no-shows, don’t assume it’s “just the market.” Look at what’s happening between offer and onboarding.
Ask yourself:
- Are we keeping in touch with our new hires?
- Are we making them feel welcome before they start?
- Do they understand how valued they already are?
Because ghosting isn’t just a candidate issue - it’s a communication issue. And it’s one you can absolutely fix.
Stay present. Stay personal. Stay proactive.
Because there’s nothing scarier than a great candidate… who never shows up.
This article was provided by Katie Fox, Assoc. CIPD, MCS Group Intelligent Recruitment Solutions
Tel: 028 90 235456
Direct: 02896 935507
Email: k.fox@mcsgroup.jobs
www.mcsgroup.jobs
