Hi everybody!
I am working in a consultancy, and I have been continuously facing a similar problem from the candidate side, which I want to discuss with you all. We speak to the candidates, screen them, send their CVs to the client, and confirm them for the interview. However, when the interview date arrives, they don't turn up for the interview and switch off their mobile phones!
I am tired of this situation. Can anybody please help me out with some good and effective solutions? I am waiting for your response.
Thanks,
Suresh
From India, New Delhi
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I am working in a consultancy, and I have been continuously facing a similar problem from the candidate side, which I want to discuss with you all. We speak to the candidates, screen them, send their CVs to the client, and confirm them for the interview. However, when the interview date arrives, they don't turn up for the interview and switch off their mobile phones!
I am tired of this situation. Can anybody please help me out with some good and effective solutions? I am waiting for your response.
Thanks,
Suresh
From India, New Delhi
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Dear Suresh,
We have been facing the same problem. Even individuals with 6+ to 7+ years of experience are doing the same thing. We are taking their alternative numbers from them. This has helped us a bit in following up with the candidates. We also call the candidates stating that we are calling from the client's place and send them SMS from the client's side. These measures have assisted us in managing the situation better.
Thank you.
From India, Chennai
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1We have been facing the same problem. Even individuals with 6+ to 7+ years of experience are doing the same thing. We are taking their alternative numbers from them. This has helped us a bit in following up with the candidates. We also call the candidates stating that we are calling from the client's place and send them SMS from the client's side. These measures have assisted us in managing the situation better.
Thank you.
From India, Chennai
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Be clear when you speak to the candidate about the interview call. Talk to them about commitment and taking appointments with important people at the company. Judge if they are assertive and interested in attending the interview or if they are confused about their readiness. Only proceed with fixing the appointment when you are convinced. Otherwise, in telephonic rounds, even a mouse might appear to be a tiger. However, when you extend an invitation, a tiger will proactively jump in, and if it's a mouse, it will scurry away to hide in its burrow.
Regards
From India, Mumbai
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Regards
From India, Mumbai
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Yeah, quite true, you must always ascertain how serious the candidate is and never send over smart or casual candidate however good he may seem to be.
From India, Chandigarh
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From India, Chandigarh
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Dear Suresh,
If the candidate is not turning up even if you arrange the schedule, that may indicate the following:
1. The candidate is not serious about his work.
2. He is irresponsible.
3. He may be overconfident, thinking that there are lots of opportunities waiting for him.
Therefore, it's better if you don't follow up with such candidates and utilize your time and energy for searching for good candidates.
From India, Pune
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If the candidate is not turning up even if you arrange the schedule, that may indicate the following:
1. The candidate is not serious about his work.
2. He is irresponsible.
3. He may be overconfident, thinking that there are lots of opportunities waiting for him.
Therefore, it's better if you don't follow up with such candidates and utilize your time and energy for searching for good candidates.
From India, Pune
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Dear Suresh,
The three most important reasons are:
1. The salary package you offered to him.
2. The brand name in the market.
3. His situation (which motivates him to act this way).
We are encountering errors during the resume screening process.
Thanks,
Saravanan Reddy
From India, Delhi
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The three most important reasons are:
1. The salary package you offered to him.
2. The brand name in the market.
3. His situation (which motivates him to act this way).
We are encountering errors during the resume screening process.
Thanks,
Saravanan Reddy
From India, Delhi
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As per my suggestion - Your first call is enough to check the interest level of every candidate.
• Your first call should be professional.
• Don't force the candidate to apply for the job.
• Don't give them the liberty to expect a high CTC (Don't set high expectations).
• Always check the candidate's current location and their preferred location; don't force them if they are not willing to relocate.
• Check their expectations in terms of their objectives, CTC, role, etc.
Wish you all the best.
Regards,
Surender
From India, Delhi
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• Your first call should be professional.
• Don't force the candidate to apply for the job.
• Don't give them the liberty to expect a high CTC (Don't set high expectations).
• Always check the candidate's current location and their preferred location; don't force them if they are not willing to relocate.
• Check their expectations in terms of their objectives, CTC, role, etc.
Wish you all the best.
Regards,
Surender
From India, Delhi
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Hi Suresh,
I own a placement consultancy. Initially, it was a one-man army, where I would sign agreements with clients and also call up candidates to line them up.
I'll be sending a list of nearly 30 candidates to the client, but in the end, hardly 4 or 5 would turn up for the interview. This creates a bad impression on me for the clients. The main reason for not turning up to the interview is laziness.
If not with my consultancy, another consultancy will provide an offer for the same company. Therefore, these people easily refuse to attend the interview.
So, I have decided to add one sentence whenever I call up the candidates for an interview. It goes like this: "If you are interested in this profile, let me know so I can send your resume details. If you are not interested and say no, and not picking up the call, will not be encouraged."
If you do the same, your name will be removed from our database, and no further openings will be informed. Your details will also be sent to the clients, just like candidates who refuse to attend the interview. This way, they won't be giving you another opportunity again.
When you say this, you'll immediately get a reply like this: "No, ma'am, actually, tomorrow I have some personal work and have to go there."
You might think all of this is a waste of time. But if you do this, you'll come to know who is really interested or not. You won't need to give false information to the clients and waste your valuable time following irresponsible individuals.
I think I've spoken too much. Anyways, hope at least this might help you 1% to solve your headache.
Take care.
Thanks and regards,
Cindrella
CEO
Miracle Placement
From India, Madras
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I own a placement consultancy. Initially, it was a one-man army, where I would sign agreements with clients and also call up candidates to line them up.
I'll be sending a list of nearly 30 candidates to the client, but in the end, hardly 4 or 5 would turn up for the interview. This creates a bad impression on me for the clients. The main reason for not turning up to the interview is laziness.
If not with my consultancy, another consultancy will provide an offer for the same company. Therefore, these people easily refuse to attend the interview.
So, I have decided to add one sentence whenever I call up the candidates for an interview. It goes like this: "If you are interested in this profile, let me know so I can send your resume details. If you are not interested and say no, and not picking up the call, will not be encouraged."
If you do the same, your name will be removed from our database, and no further openings will be informed. Your details will also be sent to the clients, just like candidates who refuse to attend the interview. This way, they won't be giving you another opportunity again.
When you say this, you'll immediately get a reply like this: "No, ma'am, actually, tomorrow I have some personal work and have to go there."
You might think all of this is a waste of time. But if you do this, you'll come to know who is really interested or not. You won't need to give false information to the clients and waste your valuable time following irresponsible individuals.
I think I've spoken too much. Anyways, hope at least this might help you 1% to solve your headache.
Take care.
Thanks and regards,
Cindrella
CEO
Miracle Placement
From India, Madras
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You are following a highly professional approach. However, it seems to be leading to behavior resembling cheating, such as not showing up after confirmation. Mr. Dhanu, Meet, and Sam have also provided you with sound advice, with which I agree. Nevertheless, HR must navigate the situation skillfully to avoid any embarrassment. Perhaps now you could consider trying an approach that is the polar opposite of professionalism.
From India, Nagpur
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From India, Nagpur
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Managing the behavior of a candidate is always a tough job. There could be many factors that deter a candidate from meeting the interview date.
Maybe he/she is already in a job similar to the one being offered and sees no advantage in appearing for the interview.
He/she is not allowed to leave to attend the interview.
He/she is unwell.
He/she does not like to travel to a far-off place.
He/she is dissuaded from leaving the existing job.
He/she may not be interested in the job at all and just says yes to keep you amused.
Keep a constant watch over the candidate's behavior, and any candidate who skips two interviews (after confirming for the same) may be dropped for six months from further calls. This should be clearly communicated to him/her.
Moreover, in the call letter/email, it should be made clear that if he/she is not interested, a reason should be provided.
In case he/she is interested, skipping the interview will be viewed as serious indiscipline and behavioral disorder, resulting in being barred from further calls for the next six months. Re-induction into the recruitment process will only occur if he/she gives a written undertaking not to repeat such actions in the future.
From India, Chandigarh
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Maybe he/she is already in a job similar to the one being offered and sees no advantage in appearing for the interview.
He/she is not allowed to leave to attend the interview.
He/she is unwell.
He/she does not like to travel to a far-off place.
He/she is dissuaded from leaving the existing job.
He/she may not be interested in the job at all and just says yes to keep you amused.
Keep a constant watch over the candidate's behavior, and any candidate who skips two interviews (after confirming for the same) may be dropped for six months from further calls. This should be clearly communicated to him/her.
Moreover, in the call letter/email, it should be made clear that if he/she is not interested, a reason should be provided.
In case he/she is interested, skipping the interview will be viewed as serious indiscipline and behavioral disorder, resulting in being barred from further calls for the next six months. Re-induction into the recruitment process will only occur if he/she gives a written undertaking not to repeat such actions in the future.
From India, Chandigarh
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