Candidate no shows are on the increase – can we do more to help you avoid this?

There are many components that play a vital role in ensuring that candidates arrive and are adequately prepared for their interviews.  This is the major benefit for clients to be using a recruitment agency – both the client and the candidate has someone central to talk to, express their concerns with and openly discuss the process involved.

There are people who are able to think back to the days when you attended one interview, you got the job because you were the best or showed skills that would make you the best one day. The job market has changed somewhat and has been generously diluted by an influx of people looking for any job, even if they are experienced in other industries or willing to take a huge drop in salary.  We have seen a huge impact on the amount of “no shows” to interviews because of this – candidates are simply attending several interviews and taking the first offer that comes their way which results in them often just not appearing at other interviews.  It is frustrating for the recruiter and the client and can be extremely embarrassing too.  There are of course other situations that can be attributed to the “no show” trend – the dreaded stomach flu, transportation issues or another emergency that could not be planned for.  It does leave the client not having faith in the candidate and it is much harder to reschedule an interview, it is a bad reflection on the candidate and the recruiter.

Sometimes the recruiter gets so excited about a new role and the “perfect” candidate that we even manage to overwhelm and terrify the candidate – they become fearful that they won’t be good enough and this can result in a “no show”.  Unfortunately all of these factors are out of our control and there certainly does seem to be a rise in it, even though we do everything conceivable to ensure the candidates are prepared, on time and ready to make a lasting impression.  There are steps that should be followed to minimise the “no shows” and to help the candidate, client and recruiter feel more at ease with this progression, ensuring that they do find the best people for their roles.

  • Ensure that the candidate is truly interested and ask them if they are in the process of interviewing with other companies as this will give an indication of how many interviews they are attending.
  • Understand the career aspirations of the candidate – is this a stepping stone, are they looking to settle, are they currently employed?
  • Arrange interviews quickly after receiving the candidates CV’s – sometimes the candidates have had weeks to move on to other opportunities and are not as interested in this job opportunity anymore because they have been to other interviews and might be in the offer process already.
  • Ensure that the candidates know who they are meeting with, what the job description is and what to expect with regards to salary and benefits.
  • Discuss logistics adequately – if a candidate is working, ensure that the interview takes place after hours, that your company is easily located and that the distance that they are required to travel is actually suitable to them.
  • Open communication will certainly help if there is an emergency and the interview needs to be cancelled; the candidate will rather let the recruiter know than just not arrive.
  • Avoid the candidates who have a change of heart after the initial call by following up with proper screening and reminders – candidates respond well to knowing that you also want the best for them and that there are repercussions to them not arrived for their meeting.

 

HR Company Solutions provides recruitment services to all sectors and encourages open and honest relationships where everyone benefits from the process.  Our fees are affordable and our recruiters have years of experience – we are always open to discussing these topics with candidates and clients and look forward to sharing our insights with you.

By | 2019-04-05T12:05:56+00:00 September 4th, 2018|Blog|0 Comments

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