An accepted worker who never starts costs an estimated $1,371 on average, according to Onboarded’s The State of High-Volume Onboarding 2026. That average comes from respondents who provided a cost estimate, including staff time, replacement expense and client impact.
For staffing firms, the estimated average is $1,492. Among organizations hiring or placing 15,000 or more workers annually, it reaches $1,757.
The survey also asked where organizations lose accepted candidates. The most common answer was during background checks or drug screening. The second was after onboarding was complete, before day one.
Together, these findings give hiring teams two useful references: what a lost start can cost, and which parts of the process deserve a closer look.
What is included in the cost of a no-show?
The survey asked respondents to estimate the cost when an accepted worker does not start, including three components:
- Staff time: the work already invested in that worker.
- Replacement expense: the expense of replacing the lost start.
- Client impact: the cost to the business associated with the client impact.
The $1,371 figure is an estimated average based on the cost ranges respondents selected. It is not a fixed price for every no-show. Across the full sample, 42% estimated costs of $1,000 or more.
If you track only screening fees or recruiting spend, your internal number covers less than the survey asked respondents to consider. Matching the cost categories makes the comparison more useful.
No-show costs and rates by industry
Among the three largest industry segments in Onboarded’s 2026 survey:
- Staffing firms reported an estimated $1,492 per no-show and a 23.3% no-show rate.
- Healthcare organizations reported $1,289 per no-show and a 13.8% no-show rate.
- Professional services and clerical organizations reported $1,321 per no-show and a 14.0% no-show rate.
These rates refer to accepted workers who never start. Staffing firms reported the highest no-show rate among the six industry segments displayed in the report.
Cost per no-show and no-show rate belong in the same conversation. One tells you the estimated expense of each lost start; the other tells you how often it happens.
Where do organizations lose accepted candidates?
Respondents selected the single stage where their organization loses the largest share of accepted candidates:
- Background checks or drug screening: 40.8%.
- After onboarding is complete, before day one: 18.6%.
- After the offer, before onboarding begins: 12.6%.
- Work-authorization verification: 10.9%.
- Client or location requirements: 7.7%.
- Forms or paperwork: 7.7%.
- Not sure: 1.7%.
Nearly one in five respondents identified the period after onboarding was complete as their largest loss point. For those organizations, finishing onboarding still left a substantial concern before the worker’s first day.
The findings identify where organizations report loss, not what caused it. Screening losses can include both candidates who withdraw and candidates who are disqualified. The survey cannot separate the two, so the results should not be described as a measure of candidate ghosting or frustration.
Does this mean 41% of candidates drop out during screening?
No. 40.8% of respondents named screening as their organization’s largest loss point. That is a percentage of survey respondents, not a percentage of candidates.
The distinction matters when using the finding in a presentation or business case. It shows how commonly organizations identify screening as their biggest loss point. It does not establish a screening drop-off rate.
Put a number on your own lost starts
Start with how many accepted workers never reach day one and what you include in the cost of each. Keeping withdrawals and disqualifications separate will also help you understand which losses you are counting.
The survey provides an external reference for that discussion. Your own records can show where the expense accumulates and which stages account for the most lost starts.
Explore the full 2026 onboarding benchmarks to compare no-show costs and rates alongside time to start, staff workload and automation. The findings are available on the report page, where you can also download the full report.
Source: Onboarded’s State of High-Volume Onboarding 2026, a survey of 404 respondents at organizations hiring or placing at least 600 workers annually. Averages are estimates based on reported ranges.
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