Hi Friends,
We schedule candidates for Non-IT and IT companies. Many of them confirm the previous day. On the day of the interview, they don't turn up. Please let me know how to solve this issue.
Waiting for your replies.
Regards,
Nirupama
From India, Madras
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1We schedule candidates for Non-IT and IT companies. Many of them confirm the previous day. On the day of the interview, they don't turn up. Please let me know how to solve this issue.
Waiting for your replies.
Regards,
Nirupama
From India, Madras
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Dear Members,
I am also facing the same issue with candidates. Candidates often come up with typical reasons such as:
1. I had many interviews on the same day.
2. I received an offer from XYZ on the same day, etc.
Can anyone help me with this issue?
Regards,
Shravan Kumar
HR Executive
Trissn IT Solutions.
From India, Gurgaon
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I am also facing the same issue with candidates. Candidates often come up with typical reasons such as:
1. I had many interviews on the same day.
2. I received an offer from XYZ on the same day, etc.
Can anyone help me with this issue?
Regards,
Shravan Kumar
HR Executive
Trissn IT Solutions.
From India, Gurgaon
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Hello,
First of all, I think that the day should be chosen properly. Choose a holiday or a day when people are usually off work. This may increase the number of candidates appearing for the interview.
Secondly, you may need to provide more information about the interview, such as the best package for freshers or stating that salary is not an issue for deserving candidates, etc.
Finally (I'm sorry to say this), if people are still not attending, then it could be that they are not interested in the company profile, the way of working, or some other negative aspect.
I apologize, but this is my personal view.
Thank you
From India, Nagpur
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First of all, I think that the day should be chosen properly. Choose a holiday or a day when people are usually off work. This may increase the number of candidates appearing for the interview.
Secondly, you may need to provide more information about the interview, such as the best package for freshers or stating that salary is not an issue for deserving candidates, etc.
Finally (I'm sorry to say this), if people are still not attending, then it could be that they are not interested in the company profile, the way of working, or some other negative aspect.
I apologize, but this is my personal view.
Thank you
From India, Nagpur
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Hi Nirupama,
All recruiters in the world face the same problem! So do I, but whenever I line up candidates for any particular post, I line up the least number of candidates, all of whom should be needy ones (which is not possible to determine over the phone). Again, it depends upon your skill and experience. Make your speech flexible so that the candidates feel comfortable while talking to you. As you know, HR/recruiters are the face of the company.
From India, Mumbai
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All recruiters in the world face the same problem! So do I, but whenever I line up candidates for any particular post, I line up the least number of candidates, all of whom should be needy ones (which is not possible to determine over the phone). Again, it depends upon your skill and experience. Make your speech flexible so that the candidates feel comfortable while talking to you. As you know, HR/recruiters are the face of the company.
From India, Mumbai
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Hi,
Candidates not turning up for interviews is a very common problem faced by all firms.
Few good practices I know:
- Don't ever force a candidate to attend the interview to meet your target/schedule. That will result in a high number of failures because meeting your requirements is not the candidate's job.
- Sense the candidate's tone to determine if they are looking for a change. Otherwise, no matter the effort you put in, he/she will not show interest in attending an interview.
- Compare the organization profile of the candidate with your company. Unless there is a significant higher-level difference, the candidate will never consider attending an interview in a smaller company.
- If you feel the candidate has a genuine reason for not attending an interview, accept it because everybody has their own work priorities.
- A common mistake made by any recruitment team is treating candidates who have not cleared the interview:
* Professionally tell them a clear reason for their failure and why they were not selected. This will help them correct their mistakes.
* They will speak well of you outside, saying good things about your team.
* Unless you treat the non-selected candidates professionally, they may make negative comments within their circle about your company being fake, your process being stupid, or conducting interviews just for namesake.
* Build rapport even with non-selected candidates carefully.
- Always get the proper requirements, ask relevant questions to the candidate, and build confidence that they are capable of meeting the requirements. Schedule a telephonic interview, which will reduce disappointment, save time, money, and energy.
Thank you.
From India, Madras
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Candidates not turning up for interviews is a very common problem faced by all firms.
Few good practices I know:
- Don't ever force a candidate to attend the interview to meet your target/schedule. That will result in a high number of failures because meeting your requirements is not the candidate's job.
- Sense the candidate's tone to determine if they are looking for a change. Otherwise, no matter the effort you put in, he/she will not show interest in attending an interview.
- Compare the organization profile of the candidate with your company. Unless there is a significant higher-level difference, the candidate will never consider attending an interview in a smaller company.
- If you feel the candidate has a genuine reason for not attending an interview, accept it because everybody has their own work priorities.
- A common mistake made by any recruitment team is treating candidates who have not cleared the interview:
* Professionally tell them a clear reason for their failure and why they were not selected. This will help them correct their mistakes.
* They will speak well of you outside, saying good things about your team.
* Unless you treat the non-selected candidates professionally, they may make negative comments within their circle about your company being fake, your process being stupid, or conducting interviews just for namesake.
* Build rapport even with non-selected candidates carefully.
- Always get the proper requirements, ask relevant questions to the candidate, and build confidence that they are capable of meeting the requirements. Schedule a telephonic interview, which will reduce disappointment, save time, money, and energy.
Thank you.
From India, Madras
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Dear Sir,
Nowadays, there is a shortage of skilled individuals. Everybody tends to prefer experienced candidates. Moreover, people are reluctant to switch jobs frequently for a small increase in salary. Personal issues also play a vital role in this scenario. Initially, candidates may agree to attend an interview, but when it comes to the last minute, they often cancel.
To ensure candidates' attendance, please consider providing conveyance and covering their stay charges. This would make it more convenient for them to come for an interview.
D. Gurumurthy HR & IR Consultant
From India, Hyderabad
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Nowadays, there is a shortage of skilled individuals. Everybody tends to prefer experienced candidates. Moreover, people are reluctant to switch jobs frequently for a small increase in salary. Personal issues also play a vital role in this scenario. Initially, candidates may agree to attend an interview, but when it comes to the last minute, they often cancel.
To ensure candidates' attendance, please consider providing conveyance and covering their stay charges. This would make it more convenient for them to come for an interview.
D. Gurumurthy HR & IR Consultant
From India, Hyderabad
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Dear HR's,
We are based in L.B.Nagar, Hyderabad and we are running a training center where we provide call center/bpo training and US recruiter training.
We prepare fresh graduates/engineers/MBA’s to get a career in the desired field.
We have designed a training program for job seekers in Recruitment for 45 Days. Where we train them on
Personality Development,
Communication / soft skills
Voice & Accent,
Recruiting Process Structure (Sourcing & Selection),
Job Portals search
Ms-Office
If any company is looking for fresher’s or experience recruiters, please do contact me on or 957 355 0684
From India, Hyderabad
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We are based in L.B.Nagar, Hyderabad and we are running a training center where we provide call center/bpo training and US recruiter training.
We prepare fresh graduates/engineers/MBA’s to get a career in the desired field.
We have designed a training program for job seekers in Recruitment for 45 Days. Where we train them on
Personality Development,
Communication / soft skills
Voice & Accent,
Recruiting Process Structure (Sourcing & Selection),
Job Portals search
Ms-Office
If any company is looking for fresher’s or experience recruiters, please do contact me on or 957 355 0684
From India, Hyderabad
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First of all, I would like to point out that if candidates do not show up when an interview is scheduled, then they are not worth it. Change your types of interviews - turn to recruiting agencies that can send potential employees, such as campus recruiting. However, at the same time, it depends on the job itself, how it is being portrayed, and the financial gain of the candidates. Make your company attractive, real, honest, and ethical. You need to market the goods and services of the company. Hope this is okay.
From Mauritius
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From Mauritius
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The idea of paying Conveyance/Stay charges, though attractive enough to lure candidates, does not attract those truly interested in the organization but only those interested in TA/DA. It is a time for introspection as to why candidates are not attracted, i.e., the facilities around the location, the company's image vis-a-vis competitors, employee facilities besides the pay package.
You may seek help from your employees by offering incentives for referring their friends/relatives for the positions available.
Consider enhancing the CTC or adjusting the expected level of candidates (average or lower).
From India, Pune
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You may seek help from your employees by offering incentives for referring their friends/relatives for the positions available.
Consider enhancing the CTC or adjusting the expected level of candidates (average or lower).
From India, Pune
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Dear All,
I have seen a lot of suggestions coming in from various intellectuals. However, the concern is genuine. Let us not blame recruiters at our workplace, as these same recruiters do a much better job when they schedule candidates for middle management roles or senior management roles. Younger aspirants do not respect the time and money invested by recruitment firms and HR managers of the companies. They lack the courage to be truthful. This has become a significant problem, and some serious steps are required to address it. A suggestion would be to encourage job websites to block the CVs of those candidates for whom they receive more than a specified number of complaints about not showing up for an interview.
I need some more suggestions to help them understand the importance of the significant investments made in the recruitment process.
From India, Pune
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I have seen a lot of suggestions coming in from various intellectuals. However, the concern is genuine. Let us not blame recruiters at our workplace, as these same recruiters do a much better job when they schedule candidates for middle management roles or senior management roles. Younger aspirants do not respect the time and money invested by recruitment firms and HR managers of the companies. They lack the courage to be truthful. This has become a significant problem, and some serious steps are required to address it. A suggestion would be to encourage job websites to block the CVs of those candidates for whom they receive more than a specified number of complaints about not showing up for an interview.
I need some more suggestions to help them understand the importance of the significant investments made in the recruitment process.
From India, Pune
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