You’ve done the interviews, checked the references (sort of), and finally hired someone you thought was perfect. They charm their way through the first week, collect their salary… and then—poof!—they disappear faster than free Wi-Fi in load-shedding.
Sound familiar? You’re not alone. In the world of small and medium businesses, “candidate ghosting” is a real headache. Also, it’s costly. So, lost productivity, wasted training, and repeating the whole process again—it all adds up.
So, how do you avoid hiring someone who vanishes after payday?
1. Vet Before You Hire
Don’t skip this.
First, check qualifications, verify past employment, and actually call those references. This way, a little effort upfront protects you from bigger problems later.
2. Use Proper Employment Contracts
In South Africa, the Basic Conditions of Employment Act is clear—employees have rights, but so do you. A well-drafted contract sets expectations for notice periods, probation, and conduct. It also gives you a fair, legal path if things go wrong.
3. Have a Solid Onboarding Process
When candidates feel welcomed and understand their role, they are far less likely to leave suddenly. For example, walk them through policies, introduce them to the team, and show them how they contribute to your business.
4. Monitor Early Performance
Use the probation period properly. Keep records, give feedback, and address red flags quickly. Don’t wait until payday to discover they’re not serious.
5. Partner With Professionals
Recruitment isn’t just about filling a seat—it’s about finding someone who will stay and grow with your business. At TeamMaster HR, we specialise in sourcing and vetting reliable candidates, drafting compliant contracts, and guiding you through fair probation management.
💡 Ghosting might be fine in dating (well, not really), but in business, it costs you time, money, and momentum.
📩 Let us help you recruit people who show up, stick around, and add value long after payday. Contact us
