Patrice - the system was designed this way because most companies would want to terminate them with an appropriate reason code of no-show and mark them ineligible for rehire. If you are filling in your "First Day Worked" as part of the future hire, you may want to consider leaving this blank and then filling it in when they actually show.

Hope this helps.

We use the relationship status codes to determine what state of hire the candidate is in. We perform the "hire" process before they start, then after we have confirmation they showed up, we upload the changes to their relationship status.
Once this happens, our reports are filtered based on their relationship status to the organization, and then we compute the actual hires from that.
If they no-call no show on day one, they're termed with a special reason code, then we have metrics as to how many we lose from this type of activity and can show them as ineligible for rehire.

It adds a little overhead to the process (we're in the process of automating this however), but this way we're able to get all sorts of metrics for our decision support group.

Thanks,
Peter

We interface our hires/rehires from our applicant tracking system (non-Infor) into an action request with a relationship status of "Pending Hire". If they show up to NEO, they are moved to "Active" on their start date. If they don't show up, we move them to "Never hired".

We enter new hires the day they accept their offer so that they can start their on boarding process through our on boarding system. The new hires go into the system as "NH" and this status is excluded for most all things. If they do not start they are entered into a "ZZ" status and that status is excluded from all reports and we do not count them as "real" terms.
The entire process - from offer, into Lawson, into on boarding, tracking their progress through on boarding and activating them on their first day is automated. If the person does not show for orientation the HR Coordinator enters an action on PA52 which is then sent to the recruiter to validate (just in case their hire date should change) and the hiring manager is also notified.