No doubt about it – absenteeism takes a huge toll on the bottom line. One of the best ways to combat it is proactively, during the hiring process. Absenteeism is generally a habitual problem for employees. By using behavior-based questions to assess a candidate’s past behavior, you can get a pretty good sense of what to expect if he or she comes to work in your organization. Some examples:
- Tell me about a time when you showed up at work despite obstacles in your path;
- Tell me about a time you skipped out of work because you didn’t want to be there that day;
- Tell me about a time you were ultra-reliable;
- Tell me about a time you didn’t come through for someone who was counting on you.
The possibilities are many, but you get the idea. Use the interviewing process to assess candidates’ attitudes towards absenteeism – and train hiring managers to do the same. It could save you a lot down the line.