Job hopping has turned into a rampant trend when it comes to candidates and the jobs they apply for. Over 80 percent of employers reported being ‘ghosted’ by their candidates on receiving a better job offer in-between their interview processes. Many candidates today feel that job-hopping or taking up freelance projects over a full-time commitment helps their career advance. This has proven to be tough for employers that invest their time, money and resources in training and retaining these employees; who tend to quit abruptly on account of a better opportunity.

The root issue, a candidate’s employment history, must be addressed and taken into account. This is usually done through a thorough background verification and employment check, among other kinds of background checks. After all, if you are to spend money, why not spend on a legitimate expert-driven background check rather than training a candidate in flight-mode. Time is money, so make the most of it. On an average it can take up to 3 days to revert with reports and details on an applicant’s employment history. A much better bargain than spending 3 months investing in an employee that may decide to leave your organization.

Many employers complain of the challenge they face when candidates back out from commitments at the last minute; at startups and various tech-giants. Consequently, companies struggle to fill the void quickly which proves to be detrimental to their functions and business.

This inadvertently reduces hiring costs and helps you plan your hiring processes in a meticulous and informed manner. It also helps level the playing field by keeping tabs on candidates that try to outsmart you. When a candidate’s ghosting record is available on a dashboard to you, they may learn the value of commitment.

Another sure-shot way of ensuring that you aren’t ghosted is by binding employees by a contract that insists that they stick around for a minimum of one year before they can scout for other jobs and try to relieve themselves of one with your organization. At the end of it all, a background verification saves everyone’s time and money by showing you a clear picture of an employee’s track record and their job-hopping tendencies. It helps you calculate the probable costs involved in hiring them only to find out that they are leaving post their training period. Make sure to conduct thorough background checks when it comes to past employment, references, financials as well as identity to an extent. Prevention is always better than punishment!

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