Hi Suresh,
This offcourse is a pragmatic issue faced by all recruiters barring across various consultancy firms, and also by recruiters working directly for major organisations do face this ordeal on a chronological basis. You may face this issue of candidates not turning up to attend interviews due to such reasons like:
1. A seemingly a prospective candidate, but not interested in the job description announced by your client.
2. Salary, emoluments and fringe benefits not being part of your job descirption or inadequately indicated.
3. Geographical location of the workplace inconducive for a candidate to take up the proposal.
4. Shift timings and allowances pertaining to such timings (For instance female candidates may not prefer to work in night shifts so gender based perspective must also be looked into whilst scheduling such candidates).
5. Job Grade, critical skillset descriptions not provided with clarity shall disuade candidates to take up the interview thinking twice later.
6. Lack of interest in a job change.
7. Low Brand equity in job market for the client (like many organisations just collect candidates' information only for the reason to update their database and truely do not have any requirements to fill up. This must be a serious dissuading factor in minds of job seekers who are well aware of this fact about the client).
8. Compromise on quality for the sake of reporting quantity. Lack of vision on the recruiter's part to identify a prospective candidate who shall meet and beat the competition in the race to get placed.
9. Inadequate need analysis being performed by a recruiter in identifying the real necessity in a candidate to change his present job.
are just few critical factors which influence the behavioural pattern in candidates not taking up a scheduled interview.
From India, Madras
This offcourse is a pragmatic issue faced by all recruiters barring across various consultancy firms, and also by recruiters working directly for major organisations do face this ordeal on a chronological basis. You may face this issue of candidates not turning up to attend interviews due to such reasons like:
1. A seemingly a prospective candidate, but not interested in the job description announced by your client.
2. Salary, emoluments and fringe benefits not being part of your job descirption or inadequately indicated.
3. Geographical location of the workplace inconducive for a candidate to take up the proposal.
4. Shift timings and allowances pertaining to such timings (For instance female candidates may not prefer to work in night shifts so gender based perspective must also be looked into whilst scheduling such candidates).
5. Job Grade, critical skillset descriptions not provided with clarity shall disuade candidates to take up the interview thinking twice later.
6. Lack of interest in a job change.
7. Low Brand equity in job market for the client (like many organisations just collect candidates' information only for the reason to update their database and truely do not have any requirements to fill up. This must be a serious dissuading factor in minds of job seekers who are well aware of this fact about the client).
8. Compromise on quality for the sake of reporting quantity. Lack of vision on the recruiter's part to identify a prospective candidate who shall meet and beat the competition in the race to get placed.
9. Inadequate need analysis being performed by a recruiter in identifying the real necessity in a candidate to change his present job.
are just few critical factors which influence the behavioural pattern in candidates not taking up a scheduled interview.
From India, Madras
Well I think you should try to call them one day before the scheduled interview day and confirm with them if he/she is attending the interview or not. If they are not picking your call up then try to call them on their alternative numbers, even if it doesnt help then probably they are not interested in showing up to that job.
The best thing you can do is call another potential client and ask them if they can attend the interview on a short notice. If they are fine with it, call the concerned office and give them details of that person. And send a regret letter to the previous person saying your interview has been cancelled due to reasons.
That's the best you can do!
From Australia, Clayton
1The best thing you can do is call another potential client and ask them if they can attend the interview on a short notice. If they are fine with it, call the concerned office and give them details of that person. And send a regret letter to the previous person saying your interview has been cancelled due to reasons.
That's the best you can do!
From Australia, Clayton
Thats because you donot clarify candidates worries or questions?
As a consultancy you are a mediator between the employer and the prospective employee.
Thats shows something would be lacking in coordination at your at your end.
From India, Bhopal
As a consultancy you are a mediator between the employer and the prospective employee.
Thats shows something would be lacking in coordination at your at your end.
From India, Bhopal
I am working with Consultant since last 4 years and very familiar with this problem, the best solution to this is
1) You should always judge the interest of the candidate before scheduling for the interview, e.g. Ask for as much details as possible.
2) Ask for a written confirmation email in reply to interview letter.
3) After Scheduling regular follow up is must which includes his mode of transport, date & time of arrival.
4) Always keep a backup considering its a normal process and candidate will drop you should be prepared for it in advance.
5) Should make sure that candidate gets sufficient time to manage his interview these days most of the companies call at very short notice you need to discuss with the company also if notice is very short.
6) At times some candidate may have a good reason for his absence you can always put his point in front of the company and re schedule him.
Regards,
Saurabh Batra
From India, Lucknow
1) You should always judge the interest of the candidate before scheduling for the interview, e.g. Ask for as much details as possible.
2) Ask for a written confirmation email in reply to interview letter.
3) After Scheduling regular follow up is must which includes his mode of transport, date & time of arrival.
4) Always keep a backup considering its a normal process and candidate will drop you should be prepared for it in advance.
5) Should make sure that candidate gets sufficient time to manage his interview these days most of the companies call at very short notice you need to discuss with the company also if notice is very short.
6) At times some candidate may have a good reason for his absence you can always put his point in front of the company and re schedule him.
Regards,
Saurabh Batra
From India, Lucknow
I agree with M/s.Cinderella's comments on the subject. When a client short lists candidate after screeing, pl ensure following with the candidates.
1. Inform that he/she has been shortlisted & acertain willingness to attend interview. Never force them.
2.Collect date/time of interview well in advance form client & communicate to candidates.
3. On confirmation from candidates, inform that it is a commitment to client & non -attendance would result in removal of their data from the agency & same will be informed to company also. Make these guidelines while enrolling data its self.
4.Clearly inform the position details including meeting of expectations. If expectations are too high acertain from company whether to call them for interview if they are not considering the pay.
5.As a company i spend a lot in booking a hotel,schedule interview panel & if candidates do not turn up for interview it is the failure of HR & failure of agency. I simply do not entertain any agency who do not follow such a system. Hence agency should work proffetionaly & understand the implications.
Regards
B.R.MOHAN
GM-HR
BAngalore
From India, Bangalore
1. Inform that he/she has been shortlisted & acertain willingness to attend interview. Never force them.
2.Collect date/time of interview well in advance form client & communicate to candidates.
3. On confirmation from candidates, inform that it is a commitment to client & non -attendance would result in removal of their data from the agency & same will be informed to company also. Make these guidelines while enrolling data its self.
4.Clearly inform the position details including meeting of expectations. If expectations are too high acertain from company whether to call them for interview if they are not considering the pay.
5.As a company i spend a lot in booking a hotel,schedule interview panel & if candidates do not turn up for interview it is the failure of HR & failure of agency. I simply do not entertain any agency who do not follow such a system. Hence agency should work proffetionaly & understand the implications.
Regards
B.R.MOHAN
GM-HR
BAngalore
From India, Bangalore
Hi Suresh,
We follow the boomrang method:
1. As soon as we recv cvs, we send a mail again to all candidates that their cv has been shortlisted and if they are interested in the job decription mentioned below with given terms and conditions, they should call between time alloted or send back a mail.
2. Half of people revert to this mail and then we call them up and take teleinterview, ask them to fill all required info in a job details form.
3. Sometimes we send screening forms to them on mails. As many things get missed and cannot be retained after telecon, the screening form helps us in tracking candidates' interest.
4. The result is that 75%-80% candidates turn up and they r genuinelly interested. It takes max 1 week in all these processes but then the result is satisfactory.
5. The initial interaction and flexibility in scheduling interviews matters a lot in candidates' availability.We make initial contact and if person is interested he will call us back.
Thanks
Gunjan Sarojwal
From India, New Delhi
We follow the boomrang method:
1. As soon as we recv cvs, we send a mail again to all candidates that their cv has been shortlisted and if they are interested in the job decription mentioned below with given terms and conditions, they should call between time alloted or send back a mail.
2. Half of people revert to this mail and then we call them up and take teleinterview, ask them to fill all required info in a job details form.
3. Sometimes we send screening forms to them on mails. As many things get missed and cannot be retained after telecon, the screening form helps us in tracking candidates' interest.
4. The result is that 75%-80% candidates turn up and they r genuinelly interested. It takes max 1 week in all these processes but then the result is satisfactory.
5. The initial interaction and flexibility in scheduling interviews matters a lot in candidates' availability.We make initial contact and if person is interested he will call us back.
Thanks
Gunjan Sarojwal
From India, New Delhi
You should have an ability to assess the behavioral pattern of the candidate. As you know, It may vary according to the candidates. If you asses properly, 50% of your problem will be solved. On the other side, We have to consider so many factors like Market condition, Economy, Offers in colleges, Cultural change, Mindset of the candidates, etc.., will have an effect on the rest 50%. If you balance these things properly, you can pick up right candidate in the right time for the right job….. It is merely depend on behavioral factors.
From India, Madras
From India, Madras
Dear Mr. Suresh,
This is common problem which is being faced by most of the Placement consultants. The reason is to understand the candidates needs and requirement and not adopting professional approach while calling a candidates for the position. I suggest the following facts in order to control such practices:
1. Try to understand from the candidate his actual willingness for changing a job.
2. Cross check with him twice, if he is interested in switching over to the new company.
3. Maintain a records of his opportunity given to him for the interview.
4. For every opportunity given for the interview keep a track and keep reminding him, if he has not attended the interview last time.
5. Track down records of giving him opportunity for interview and also give him negative rating for each interview he has not attended despite his confirmation of attending the same.
6. To caution him every time of giving him opportunity for interview that he has not attended the interview even after confirming consultancy to attend the same three time and if he does not turn-up this time, his name will be black-listed and he will never be given an opportunity to face any interview.
7. High light the list and name of the black-listed candidates in a separate portal named as black-listed resumes.
8. The candidate or resume once black-listed should never be forwarded to the employer and should be erased from the data base of the placement consultancy.
This has to be done after giving reasonable opportunity to the candidate to attend the interview with fare and reasonable intention. Reason of each time attending the interview should be put in his history folder of forwarding his resume to the employer.
I hope, this may be able to curve this practice of not showing off for the interview by the candidate to some extent.
Hope, it may be useful for you.
Mahender Singh
General Manager-Human Resources
From India, Vadodara
This is common problem which is being faced by most of the Placement consultants. The reason is to understand the candidates needs and requirement and not adopting professional approach while calling a candidates for the position. I suggest the following facts in order to control such practices:
1. Try to understand from the candidate his actual willingness for changing a job.
2. Cross check with him twice, if he is interested in switching over to the new company.
3. Maintain a records of his opportunity given to him for the interview.
4. For every opportunity given for the interview keep a track and keep reminding him, if he has not attended the interview last time.
5. Track down records of giving him opportunity for interview and also give him negative rating for each interview he has not attended despite his confirmation of attending the same.
6. To caution him every time of giving him opportunity for interview that he has not attended the interview even after confirming consultancy to attend the same three time and if he does not turn-up this time, his name will be black-listed and he will never be given an opportunity to face any interview.
7. High light the list and name of the black-listed candidates in a separate portal named as black-listed resumes.
8. The candidate or resume once black-listed should never be forwarded to the employer and should be erased from the data base of the placement consultancy.
This has to be done after giving reasonable opportunity to the candidate to attend the interview with fare and reasonable intention. Reason of each time attending the interview should be put in his history folder of forwarding his resume to the employer.
I hope, this may be able to curve this practice of not showing off for the interview by the candidate to some extent.
Hope, it may be useful for you.
Mahender Singh
General Manager-Human Resources
From India, Vadodara
This is a normal trend observed by recruiters. Here, there is no solution. The recruiter can take care of the below points :
• The way the recruiter presents the job opening to the candidate is very important; whether thru a call or email. Preferably, do not approach thru email.
• Also, what type of candidates is approached is very essential to know. Are you approaching the right set of resources ?
• Give sufficient time to the candidates by informing them atleast 3 days in advance. Do not expect the candidates to turn up the very next day or a day after even if they are interested.
We must understand that although they are applying for a job, they have certain responsibilities on hand.
• Ask them their convenient time to attend the interview, though it may be at the company’s discretion. Preferably, schedule them for Saturdays. If an initial telephonic interview is possible, conduct the same and then ask them to come over for a face to face.
• Explain the urgency of the position. Let them know that an important person or a technical panel will have to be set specially for their arrival. In case they cannot make it, ask them to inform earlier.
• Always keep a follow up on these candidates and give them reminders. But pls do not call them in the morning or at peak hrs of work.
It is important to understand that even if the candidate is applying for a job, its not just one company to which he is applying. At such times, it is the need of the company, and not the candidate. A candidate might have 5 right companies to choose from, but it is difficult for a company to get that 1 right candidate.
Even after 2 reminders if the candidate does not respond, kindly skip on him. Definitely there are others in line. Always respect the candidate but don’t even make the candidate feel that your company is at his mercy.
Even after doing this, candidates might still not turn up. But the no. of those not coming will definitely reduce.
__________________
ASHLESHA
From India, Mumbai
• The way the recruiter presents the job opening to the candidate is very important; whether thru a call or email. Preferably, do not approach thru email.
• Also, what type of candidates is approached is very essential to know. Are you approaching the right set of resources ?
• Give sufficient time to the candidates by informing them atleast 3 days in advance. Do not expect the candidates to turn up the very next day or a day after even if they are interested.
We must understand that although they are applying for a job, they have certain responsibilities on hand.
• Ask them their convenient time to attend the interview, though it may be at the company’s discretion. Preferably, schedule them for Saturdays. If an initial telephonic interview is possible, conduct the same and then ask them to come over for a face to face.
• Explain the urgency of the position. Let them know that an important person or a technical panel will have to be set specially for their arrival. In case they cannot make it, ask them to inform earlier.
• Always keep a follow up on these candidates and give them reminders. But pls do not call them in the morning or at peak hrs of work.
It is important to understand that even if the candidate is applying for a job, its not just one company to which he is applying. At such times, it is the need of the company, and not the candidate. A candidate might have 5 right companies to choose from, but it is difficult for a company to get that 1 right candidate.
Even after 2 reminders if the candidate does not respond, kindly skip on him. Definitely there are others in line. Always respect the candidate but don’t even make the candidate feel that your company is at his mercy.
Even after doing this, candidates might still not turn up. But the no. of those not coming will definitely reduce.
__________________
ASHLESHA
From India, Mumbai
Dear All,
The main take is to understand the inclinations of candidate and his urge of changing the job. Most of the time candidates just registered on job portals. They do this for understanding their current market value and to show the current company that they are vulnerable for change. (To increase the value as most of the line managers threats HR that the person is critical and we should retain him). Second reason can be just explore the good opportunities elsewhere. (he/she is doing well, but just get the good competitive job, then why not try mindset)
I see here the consultant’s role in really assessing the candidate and then only send the CVs to company.
I have made questionnaire (please check attachment-with the help of differrent sources) which I ask my HR team to use for assessing the candidate, his inclinations and his real reasons for the change.
Recruiter’s job is not that easy. He/she brands the employer.
Hope you will be benefitted with this questionnaire. You can make your own questions and make the report for employer.
Regards,
Vinod Bidwaik
From India, Pune
The main take is to understand the inclinations of candidate and his urge of changing the job. Most of the time candidates just registered on job portals. They do this for understanding their current market value and to show the current company that they are vulnerable for change. (To increase the value as most of the line managers threats HR that the person is critical and we should retain him). Second reason can be just explore the good opportunities elsewhere. (he/she is doing well, but just get the good competitive job, then why not try mindset)
I see here the consultant’s role in really assessing the candidate and then only send the CVs to company.
I have made questionnaire (please check attachment-with the help of differrent sources) which I ask my HR team to use for assessing the candidate, his inclinations and his real reasons for the change.
Recruiter’s job is not that easy. He/she brands the employer.
Hope you will be benefitted with this questionnaire. You can make your own questions and make the report for employer.
Regards,
Vinod Bidwaik
From India, Pune
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