Hi Friends,
I am an HR Executive in the Recruitment Industry, facing a serious problem of candidates not attending interviews. Our process involves sourcing CVs, contacting potential candidates for their details, forwarding their CVs to the company, and shortlisting them for client interviews. However, many candidates assure us they will attend the interview but ultimately fail to show up.
As a result, we have to spend significant time calling them repeatedly to convince them to attend. This inefficiency is causing us to waste a lot of time. Please suggest a solution.
Thank you,
Veena
From India, Ahmadabad
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1I am an HR Executive in the Recruitment Industry, facing a serious problem of candidates not attending interviews. Our process involves sourcing CVs, contacting potential candidates for their details, forwarding their CVs to the company, and shortlisting them for client interviews. However, many candidates assure us they will attend the interview but ultimately fail to show up.
As a result, we have to spend significant time calling them repeatedly to convince them to attend. This inefficiency is causing us to waste a lot of time. Please suggest a solution.
Thank you,
Veena
From India, Ahmadabad
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Hi,
When you call the candidate, ensure that they are looking for a change. If yes, ask their willingness with the current opening you have. If they are really willing to opt, ask them to register in your organization with a registration fee (this will be for 3 interviews until they are not getting posted the registration fee expires). When they pay the fee and register, then send the CV to the client.
I hope this may be useful.
From India, Madras
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When you call the candidate, ensure that they are looking for a change. If yes, ask their willingness with the current opening you have. If they are really willing to opt, ask them to register in your organization with a registration fee (this will be for 3 interviews until they are not getting posted the registration fee expires). When they pay the fee and register, then send the CV to the client.
I hope this may be useful.
From India, Madras
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Thank you very much for your input. We are implementing your first suggestion of ensuring that candidates continue to follow through. Regarding your second point about registration potentially weakening the candidate flow to the company, what should we do? Thanks.
From India, Ahmadabad
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From India, Ahmadabad
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Dear Veena,
Thank you for your message. However, the current solution may not be suitable for my situation. We are recruiting nationwide in India, and our candidates are located in various regions. Therefore, it is not cost-effective to request them to come to our office initially. Could you please suggest an alternative approach?
I look forward to your response.
Regards,
Veena
From India, Ahmadabad
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Thank you for your message. However, the current solution may not be suitable for my situation. We are recruiting nationwide in India, and our candidates are located in various regions. Therefore, it is not cost-effective to request them to come to our office initially. Could you please suggest an alternative approach?
I look forward to your response.
Regards,
Veena
From India, Ahmadabad
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One of the reasons I found is that the recruiting firms normally call up at very short notice, like 2-3 days gaps. Job seekers commit to them since they want a new job, but at the same time, due to the very short notice for interviews, they find it very difficult to come for an interview, leaving their present job commitments (exceptions are there). I feel job seekers should get at least a week's time to prepare themselves for the interview and arrange things at their current job.
From India, Mumbai
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From India, Mumbai
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Hi Veena,
Change your presentation. I think the problem might be with you. You must do a self-appraisal and find the solution within yourself.
In addition, I would like to say that you should not try to call those candidates who are staying far from the posting location. If possible, try to ask your client to finalize the interview in one meeting as time is money today, and no one wants to waste it.
If you need more clarification, please do call.
Regards,
Sachin
Sr. Manager - HR
09718249808
From India, Delhi
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Change your presentation. I think the problem might be with you. You must do a self-appraisal and find the solution within yourself.
In addition, I would like to say that you should not try to call those candidates who are staying far from the posting location. If possible, try to ask your client to finalize the interview in one meeting as time is money today, and no one wants to waste it.
If you need more clarification, please do call.
Regards,
Sachin
Sr. Manager - HR
09718249808
From India, Delhi
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Hi Suraj,
It might be true, but not in the case of our company. We provide them reasonable time. If you want, I used to prepare a travel plan for them. Even if it is not possible, then we provide flight fare for the real potential candidate. Now tell me, what is the problem?
I can understand that there are some genuine reasons, acceptable. But if we reschedule them, then they have to go.
From India, Ahmadabad
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It might be true, but not in the case of our company. We provide them reasonable time. If you want, I used to prepare a travel plan for them. Even if it is not possible, then we provide flight fare for the real potential candidate. Now tell me, what is the problem?
I can understand that there are some genuine reasons, acceptable. But if we reschedule them, then they have to go.
From India, Ahmadabad
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That might be very true, Sachin sir. I would like to change myself. But tell me, what is the problem in presentation? I am not giving excuses. I will explain the procedure we use. First, we source candidates according to requirements. Then, we call closely matching candidates considering their location. Next, there is a small questionnaire. We ask them to check whether the candidate is suitable, both technically and otherwise, for which we are trained.
After that, we inquire about their relocation and if they are okay with the profile, we forward their CVs to the company. If they are shortlisted by the company, we call them, and the company arranges their interview according to their current location with reimbursement facilities, even if it is not that far away.
Can you tell me where I went wrong?
From India, Ahmadabad
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After that, we inquire about their relocation and if they are okay with the profile, we forward their CVs to the company. If they are shortlisted by the company, we call them, and the company arranges their interview according to their current location with reimbursement facilities, even if it is not that far away.
Can you tell me where I went wrong?
From India, Ahmadabad
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Which is the Domain you operate in — IT or ITeS or Non-IT or Banking, etc? Pl note that every domain will have it’s own set of issues to be handled. Rgds, TS
From India, Hyderabad
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From India, Hyderabad
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See Veena,
Does your agreement with the employer last until the candidate joins, or is it just to compile the profile and send it to the employer? Or are you conducting a headhunt for the employer? In all three cases, you need to review your procedures and adjust your agreement accordingly. For each order you work on, please collect the relevant data and analyze it. Identify the root cause and take action. If the action taken is deemed satisfactory, make changes to your procedures and adjust the agreement with the employer accordingly. Focus on ensuring business continuity rather than wasting time in non-value-added activities.
Please let me know if you need any further assistance.
From India, Madras
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Does your agreement with the employer last until the candidate joins, or is it just to compile the profile and send it to the employer? Or are you conducting a headhunt for the employer? In all three cases, you need to review your procedures and adjust your agreement accordingly. For each order you work on, please collect the relevant data and analyze it. Identify the root cause and take action. If the action taken is deemed satisfactory, make changes to your procedures and adjust the agreement with the employer accordingly. Focus on ensuring business continuity rather than wasting time in non-value-added activities.
Please let me know if you need any further assistance.
From India, Madras
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