After continuously following up with the candidates, they are not showing up for the interview. On the other hand, Automation is at its peak. If the candidates continue with such an attitude, the day is not far when companies will rely more on machines rather than human resources. What do you think about this?
From India, Gurgaon
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From India, Gurgaon
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Machines can replace humans in many jobs, but not every job can be done by machines. The human factor behind the machine is crucial. It is important to make jobs attractive enough to draw people in. Currently, job opportunities are limited, and if there is a lack of applicants, it may indicate issues within the organization. It is essential to identify the possible reasons for the lack of interest and take appropriate action.
From India, Pune
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3251From India, Pune
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Respected sir,
"Man behind the machine is more important," I totally agree. But there will be only one man behind the multiple machines. We will lose the employment opportunities...
How can I make a job attractive? It is not about job posting, sir. It is about the seriousness among the candidates. People are not taking the job opportunities seriously. There is nothing wrong from the organization's end; it is contributing to the society by creating job opportunities.
The problem is people are applying but not turning up for the interview.
Regards,
Rajesh
From India, Gurgaon
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"Man behind the machine is more important," I totally agree. But there will be only one man behind the multiple machines. We will lose the employment opportunities...
How can I make a job attractive? It is not about job posting, sir. It is about the seriousness among the candidates. People are not taking the job opportunities seriously. There is nothing wrong from the organization's end; it is contributing to the society by creating job opportunities.
The problem is people are applying but not turning up for the interview.
Regards,
Rajesh
From India, Gurgaon
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The problem is that people are applying but not turning up for the interview.
Examine the position, pay scale, and related aspects of working conditions and compare them with similar positions and organizations. Is there any discernible difference? Presently, jobs are tight, and there should be no real reason for a vacancy to remain unfilled. Examine all aspects and see whether changes need to be made.
From India, Pune
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Examine the position, pay scale, and related aspects of working conditions and compare them with similar positions and organizations. Is there any discernible difference? Presently, jobs are tight, and there should be no real reason for a vacancy to remain unfilled. Examine all aspects and see whether changes need to be made.
From India, Pune
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You need to think calmly about the problem. Problems will not be solved by getting annoyed with candidates. Automation is not going to happen tomorrow in every industry, as every industry is not in a position to bear the cost of it. You cannot assume reasons for these no-shows either. You need to find out why the candidates are not showing up for interviews. Try to get in touch with the candidates who didn't attend the interview and ask them the reason for their absence. Is it the salary, the job profile, a better offer, apprehension about lack of career prospects, lack of work-life balance, or any other reason? Unless you know the reason, you cannot take remedial steps.
B. Saikumar
HR & Labour Relations Adviser
From India, Mumbai
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B. Saikumar
HR & Labour Relations Adviser
From India, Mumbai
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I fully endorse the view made by 'Anonymous' on the subject. I am also encountering such incidents for many vacancies in our organization. Now, a recruiter has to pursue prospective candidates actively. In earlier days, candidates used to approach recruiters for a job. They would access databases of various job portals like Naukri.com and email candidates to invite them for interviews. Despite this, I believe that we should not continuously follow up with candidates. Communication via email should be sent, and measures should be taken to confirm that they have received the communication.
From India, Aizawl
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From India, Aizawl
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Hello,
I feel candidates are not to be blamed for this scenario. They also know that machines are taking away their jobs, and that if the company is moving ahead technologically, even if he joins, his job will be at stake. So, he applies. If he gets shortlisted for the interview, he thinks whether it is worthwhile to have a sword hanging over his head or to invest some money in a business and be an entrepreneur instead, offering employment to needy people.
Candidates are smart nowadays. They must be doing a tit-for-tat for their past experiences and giving a stern reply to recruiters for their responses like 'we will get back to you' and never do so.
No offense to anyone...
From United States, Buffalo Grove
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I feel candidates are not to be blamed for this scenario. They also know that machines are taking away their jobs, and that if the company is moving ahead technologically, even if he joins, his job will be at stake. So, he applies. If he gets shortlisted for the interview, he thinks whether it is worthwhile to have a sword hanging over his head or to invest some money in a business and be an entrepreneur instead, offering employment to needy people.
Candidates are smart nowadays. They must be doing a tit-for-tat for their past experiences and giving a stern reply to recruiters for their responses like 'we will get back to you' and never do so.
No offense to anyone...
From United States, Buffalo Grove
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There may be various reasons for which candidates are not turning up, i.e., organization, company goodwill, pay structure, location, and not selecting the right candidate, etc. You need to check at your end what could be the possible reasons.
Your view is not acceptable when unemployment in our country is at its highest. How would people discard a call for employment?
From India, Mumbai
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Your view is not acceptable when unemployment in our country is at its highest. How would people discard a call for employment?
From India, Mumbai
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In my understanding, the real problem is that the HR personnel in many organizations are less than professional. Employees are often treated as machines, mere cogs in the wheel, rather than as integral parts of the organizations. Many posts in this forum reveal that HR personnel are devising means to deprive prospective employees of the protection that the law allows. Examples include coercive employment bonds, demands for blank, undated but signed checks, retention of original certificates, and, to add to the list, reluctance to grant maternity benefits to women employees.
From India, Kochi
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From India, Kochi
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