GHOSTING , OR THE ACT OF CEASING ALL COMMUNICATIONS without warning or explanation , is unfortunately on the rise among job seekers . Candidates not showing up for a scheduled interview ( or even for their first day of work after being hired ) wastes valuable time and causes severe disruptions to the hiring process . But how to stop this trend ?

“ Make sure you ’ ve done a phone screening first ,” says Andrea Zemel . “ Don ’ t just set up an interview with somebody without actually getting them engaged in the position before you schedule that . Talk to them about why it ’ s an exciting opportunity before you even schedule that . Follow up with an invite . Have confirmation via email . [ Explain that ] this is where you ’ re going , this is who you ’ re meeting with , this is what we ’ re expecting from you so that you set those expectations .”

In addition to establishing a strong connection with a candidate and setting clear expectations , Tracey Kalimeris added that honesty in communication can go a long way as well . “ You have to be transparent through the search , and be honest , and let them know where you ’ re at . If they ’ re not the successful candidate , let them know why they ’ re not and how you can help get them there in the future , if that ’ s something that they want .”

The added effort of following up with candidates certainly requires a thorough approach , which can be time consuming . However , by establishing an honest dialogue up front , spa leaders can potentially form a meaningful connection with a candidate that they can return to if a better fit becomes available .

leaders is that therapists and service providers may not see a clear career path in spa , which may lead them to leave the industry ( or neglect to join it in the first place ). As Tracey Kalimeris pointed out , a time-tested approach may help : “ One of the most powerful ways I ’ ve found to approach career pathing is really a back-to-basics conversation and talking to your employees . Ask them ,‘ Hey , what ’ s your end goal ? What do you want to do ? Let ’ s talk about how you can get there .’” Kalimeris added that , despite the many benefits of talent management systems , those systems can have blind spots and miss non-traditional employees who may be a great fit to move up in your spa .“ I think it ’ s really our role as leaders to tap them on the shoulder and say ,‘ Hey , here ’ s an opportunity . Did you think about this ? I know it ’ s a little bit out of the box and may not be what you ’ re thinking about in the traditional hierarchy in terms of where you go in the organization , but let ’ s talk about it . This really helps us move our talent along , but it also drives engagement and commitment .”

Despite the many downsides to the spa industry ’ s talent shortage , one upside Angela Biehl noted is that the sheer volume of open positions may provide those in the industry with more opportunities for movement than would otherwise be available . At WTS , those opportunities are explored through task forces .“ When there are directors [ who say ],‘ I want to work in a Forbes-rated environment , or I want to work in a lifestyle environment , or I want more experience in fitness , we can utilize them in different capacities and at different sites , and even in different divisions to give them that exposure and expand their knowledge and career path ,” said Biehl .

JULY 2021 ^■ PULSE 43