Dear HR Friends
I completely agree with Oyster’s comments. No Shows has become a major concern and drain on energy and resources.
Thread starter is a recruitment consultant, thus task is more challenging, cumbersome and in the end disappointing, emotionally draining the person on big volume drive days.
HR colleagues have presented good suggestions, but they are too good to be true. Making this freshers, mid career candidates turn up on interview is like a gamble. Nevertheless this suggestions are hit and miss, so no harm trying, we don’t have options either
My 2 cents in such situation :
1) Get basic Client HR interview done telephonically, involve candidate in the interview process by assuring selection in preliminary rounds over the phone itself.
2) Reach out to the candidate, rather than expecting candidate to come to you. Grab your mobile and get your feet on street. Work from a campus Katta, CCD, Barista, MG road. Contact your candidate on the move. Meet people on street, Surprise them with your charm and offer.
Sounds Wacky .. well that is what India is !! Think out of the Box !!
I got tired and irritated with no shows .. I challenged conventional sourcing methods. Striked a friendly rapport with cute HR of the client, convinced her to interview my candidates on the phone. Took my cell phone and hit the malls in the city. I approached these yanky-doodling youngsters and convinced them for an interview (Abhi – ke – Abhi) I could assess their communication skills and other non verbal aspects according to my client requirement and coordinated a telephonic call with Client HR. Once this kids were in loop of interviews, they would turn up at client or recruitment office for further rounds. If on some day I couldn’t get hold of Client HR, I would simply call my colleague and get a mock interview done to get this average Joes in loop.
As I gained success in better turnout and convert ratio. Made more friends, more referrals more contacts. When a recruiter strikes a friendly rapport then candidates are honest about no shows and offer acceptance. Many a times, I have driven my candidates to client location for interviews. Well its all about how passionate we are to meet our goals.
I have been grilled, cooked, toasted and fried in ITes (BPO) recruitment !! Duhh !! It’s the most challenging times of my career chart !
From Kuwait, Salmiya
Acknowledge(0)
Amend(0)
32I completely agree with Oyster’s comments. No Shows has become a major concern and drain on energy and resources.
Thread starter is a recruitment consultant, thus task is more challenging, cumbersome and in the end disappointing, emotionally draining the person on big volume drive days.
HR colleagues have presented good suggestions, but they are too good to be true. Making this freshers, mid career candidates turn up on interview is like a gamble. Nevertheless this suggestions are hit and miss, so no harm trying, we don’t have options either
My 2 cents in such situation :
1) Get basic Client HR interview done telephonically, involve candidate in the interview process by assuring selection in preliminary rounds over the phone itself.
2) Reach out to the candidate, rather than expecting candidate to come to you. Grab your mobile and get your feet on street. Work from a campus Katta, CCD, Barista, MG road. Contact your candidate on the move. Meet people on street, Surprise them with your charm and offer.
Sounds Wacky .. well that is what India is !! Think out of the Box !!
I got tired and irritated with no shows .. I challenged conventional sourcing methods. Striked a friendly rapport with cute HR of the client, convinced her to interview my candidates on the phone. Took my cell phone and hit the malls in the city. I approached these yanky-doodling youngsters and convinced them for an interview (Abhi – ke – Abhi) I could assess their communication skills and other non verbal aspects according to my client requirement and coordinated a telephonic call with Client HR. Once this kids were in loop of interviews, they would turn up at client or recruitment office for further rounds. If on some day I couldn’t get hold of Client HR, I would simply call my colleague and get a mock interview done to get this average Joes in loop.
As I gained success in better turnout and convert ratio. Made more friends, more referrals more contacts. When a recruiter strikes a friendly rapport then candidates are honest about no shows and offer acceptance. Many a times, I have driven my candidates to client location for interviews. Well its all about how passionate we are to meet our goals.
I have been grilled, cooked, toasted and fried in ITes (BPO) recruitment !! Duhh !! It’s the most challenging times of my career chart !
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
Hey guys, I'm not facing such a problem, but experienced candidates are lacking, and I want to hire experienced candidates for the positions of ASP and PHP developers. That's it. Can anybody help me out?
Thank you.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Thank you.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Now, people are not ready to take on challenges; simply, they want a job that offers the best salary without requiring much hard work. Even when I worked as an HR in a placement service, I faced the same problem many times. So, what I did was, according to the students' requirements, I started searching for and selecting companies that met their needs. Eventually, I succeeded in my job :) - Sunitha
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
I second Sethu's comments. Also, please make sure you probe candidates by asking detailed questions about their interview preparation. You should also check with them how they have planned to attend the interview (such as taking a leave from the current company or a half day, etc.). If you track their general approach to the position right from the time of your initial discussions and their earlier track record of attending interviews, that can also help.
Furthermore, explaining to the candidates the importance of keeping their commitments and the impact if they back out can help them realize the need to be more responsible in their approach.
From India, Mumbai
Acknowledge(0)Amend(0)
Furthermore, explaining to the candidates the importance of keeping their commitments and the impact if they back out can help them realize the need to be more responsible in their approach.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Friends,
Thanks a lot for your valuable words.
I agree with Oyster’s comments, at least other people will be care full and think twice whether to schedule that candidates or not.
Its a good idea.
Regards,
Nirupama
From India, Madras
Acknowledge(0)Amend(0)
Thanks a lot for your valuable words.
I agree with Oyster’s comments, at least other people will be care full and think twice whether to schedule that candidates or not.
Its a good idea.
Regards,
Nirupama
From India, Madras
Acknowledge(0)Amend(0)
Hi,
Today, a candidate will prefer to have a platter of offers to select the best one, but not necessarily in the order of compensation. They want to have an overview of all the pros and cons of the offers before making a decision to join one. Our experiences have taught us that every candidate expects the recruiter to share the relevant job description, and the future employer should ideally be among their top choices to work for. As a result, we often encounter last-minute dropouts of candidates from interviews or from joining our client.
There is no magic formula to ensure that a selected candidate will join the new company. The only option we have found is to have a backup candidate in place. Additionally, to ensure that a candidate attends an interview, it is crucial to have a sufficient number of candidates lined up for the said interview. However, this also relies on the validation process, where we must understand the candidate's purpose for applying to the position.
Please feel free to share your valuable thoughts to make this a learning experience for all of us in this forum.
Regards,
Sanjay
From India, Hyderabad
Acknowledge(0)Amend(0)
Today, a candidate will prefer to have a platter of offers to select the best one, but not necessarily in the order of compensation. They want to have an overview of all the pros and cons of the offers before making a decision to join one. Our experiences have taught us that every candidate expects the recruiter to share the relevant job description, and the future employer should ideally be among their top choices to work for. As a result, we often encounter last-minute dropouts of candidates from interviews or from joining our client.
There is no magic formula to ensure that a selected candidate will join the new company. The only option we have found is to have a backup candidate in place. Additionally, to ensure that a candidate attends an interview, it is crucial to have a sufficient number of candidates lined up for the said interview. However, this also relies on the validation process, where we must understand the candidate's purpose for applying to the position.
Please feel free to share your valuable thoughts to make this a learning experience for all of us in this forum.
Regards,
Sanjay
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear HR,
You all suggest very well, keep it up. One more thing I want to add, that is you can:
1) Mention the Reimbursement facility.
2) Highlight the lunch facility.
3) If possible, offer spot offer letters and arrange accordingly, etc.
Thank you.
Regards,
Amit Trada
Surat, Gujarat
From India, Ahmadabad
Acknowledge(0)Amend(0)
You all suggest very well, keep it up. One more thing I want to add, that is you can:
1) Mention the Reimbursement facility.
2) Highlight the lunch facility.
3) If possible, offer spot offer letters and arrange accordingly, etc.
Thank you.
Regards,
Amit Trada
Surat, Gujarat
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi,
Before going further, I want you to please visit the following web links once. We have already discussed the same many times, and yes, this is a really serious problem that requires some good solutions:
- [Candidates Not Turning Up for Interview](https://www.citehr.com/100435-candidates-not-turning-up-interview.html)
- [Candidate No Show](https://www.citehr.com/7922-candidate-no-show.html)
- [Candidates Not Turning Up for Interview](https://www.citehr.com/46212-candidates-not-turning-up-interview.html)
Thank you.
From India, Gurgaon
Acknowledge(0)Amend(0)
Before going further, I want you to please visit the following web links once. We have already discussed the same many times, and yes, this is a really serious problem that requires some good solutions:
- [Candidates Not Turning Up for Interview](https://www.citehr.com/100435-candidates-not-turning-up-interview.html)
- [Candidate No Show](https://www.citehr.com/7922-candidate-no-show.html)
- [Candidates Not Turning Up for Interview](https://www.citehr.com/46212-candidates-not-turning-up-interview.html)
Thank you.
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear Member,
Candidates not turning up is a common problem faced by all the organizations.
It is difficult to predict whether a candidate will come or not however it would be helpful if turnaround is known in advance. Also, it helps if there is a mechanism to do regular follow-ups with candidates to know their last moment plan change.
The above feature and many more are available in SimplyRecruit™
With SimplyRecruit™, not only you can track the people who are coming for interview, you can also
- upload hundreds of resumes to parse mail id and contact number and send automatic invite
- control the number of candidates coming for interview in an hour
- post the job link on various portals and social networking sites to get more candidates
- automatic skill matching
- capture feedback online etc.
Visit our website http://recruiter.simplyrecruit.in to know more about SimplyRecruit™ features.
You may watch our video at https://youtu.be/eOuKRVUKFs4
Please request for a demo to see how SimplyRecruit™ can be used to automate various processes currently followed for recruitment.
Best Regards,
Amit Jain
Mb: +91 8989 17 6399, +91 98223 40488
Skype: amitsljain
http://simplyrecruit.in
Proudly 'Made in India'
From India, Indore
Acknowledge(0)Amend(0)
Candidates not turning up is a common problem faced by all the organizations.
It is difficult to predict whether a candidate will come or not however it would be helpful if turnaround is known in advance. Also, it helps if there is a mechanism to do regular follow-ups with candidates to know their last moment plan change.
The above feature and many more are available in SimplyRecruit™
With SimplyRecruit™, not only you can track the people who are coming for interview, you can also
- upload hundreds of resumes to parse mail id and contact number and send automatic invite
- control the number of candidates coming for interview in an hour
- post the job link on various portals and social networking sites to get more candidates
- automatic skill matching
- capture feedback online etc.
Visit our website http://recruiter.simplyrecruit.in to know more about SimplyRecruit™ features.
You may watch our video at https://youtu.be/eOuKRVUKFs4
Please request for a demo to see how SimplyRecruit™ can be used to automate various processes currently followed for recruitment.
Best Regards,
Amit Jain
Mb: +91 8989 17 6399, +91 98223 40488
Skype: amitsljain
http://simplyrecruit.in
Proudly 'Made in India'
From India, Indore
Acknowledge(0)Amend(0)
Dear Recruiters and candidates,
Takeajob.com has come up with the concept of Live Chat as it will bridge the communication gap between a job seeker and an employer. With the help of this feature, a hiring manager can easily approach a candidate, and very conveniently both can exchange their conversation in case speaking over the phone is not possible at that moment.
So, try this once. It would be helpful for you people.
From India, undefined
Acknowledge(0)Amend(0)
Takeajob.com has come up with the concept of Live Chat as it will bridge the communication gap between a job seeker and an employer. With the help of this feature, a hiring manager can easily approach a candidate, and very conveniently both can exchange their conversation in case speaking over the phone is not possible at that moment.
So, try this once. It would be helpful for you people.
From India, undefined
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.