Dear All,
This is Srinivas, working for IT Staffing company.
Here I am facing a problem with too many No Shows.
Pls give me some valuable tips to Avoid / Prevent On Board Noshows.
I will be really greatfull to you, If I get any document / PPT on
"No Show Management."
From India, Calcutta
This is Srinivas, working for IT Staffing company.
Here I am facing a problem with too many No Shows.
Pls give me some valuable tips to Avoid / Prevent On Board Noshows.
I will be really greatfull to you, If I get any document / PPT on
"No Show Management."
From India, Calcutta
Dear Srinivas,No Shows are very common in this corporate industry. We cannot completely stop this, but yes we can prevent it.First don’t believe in what ever candidate says. Try to understand his pulse.Check how genuinely he is looking for a change. Candidates will post their resumes for various reasons such as- to check the market trends, to know their technical expertise, some may be looking for a job genuinely... So the recruiter should cross question the candidates to get truth out of them likeWhat is the reason for his job change?He/She is married? Will he/She relocate with their family or will their family does not have any objection to relocate.What is present company's notice period? He has some bonds? If they have any notice buy out option? ...Using this try to judge the candidate, now the guys are smart they will have ready made answers, but we don’t have any option.Do the follow up properly after selection with the candidate, if you find him/her fishy just tell your apprehension to the client about the candidate and try to give replacement immediately.We cannot help if the candidate is getting a better offer at the 11th Hour and joining the other company.These are my Suggestions hope it will help you.Regards,Anil Kumar M.KTeam Lead-Resource ManagementASAP Info systems Pvt.Ltd
From India
From India
No shows (during interviews as well as during onboarding) are common with every company in the IT industry. But the %age varies. Like Anil Kumar mentioned it depends upon the selection process of a company. A lot depends on how well one can differentiate a genuine candidate from this lot. Depends a lot on our screening and interviewing process. Try using behavioural interviewing techniques, understand the reasons in depth why an individual is looking for a change, have more than 2 rounds of interviews and relate the reason for change and other points highlighted by the candidate during interview with each interviewer. A number of times our recruitment process also reflects on the image of the company. Many candidates have bitter experiences which at times make them revisit their decision on joining that company.
Despite following the above, there shall be a few no shows but I am sure that the percentage shall come down.
From India, Pune
11Despite following the above, there shall be a few no shows but I am sure that the percentage shall come down.
From India, Pune
Do telephone interviews first to determine if the candidate is genuine.
Second, telephone prospective candidates the day before their interviews to remind them of the time and place and check if they are still interested or have found another position.
You will never eliminate no shows entirely but you can minimise the inconvenience with a bit of forward planning.
John in Oz
From Australia, Melbourne
Second, telephone prospective candidates the day before their interviews to remind them of the time and place and check if they are still interested or have found another position.
You will never eliminate no shows entirely but you can minimise the inconvenience with a bit of forward planning.
John in Oz
From Australia, Melbourne
Dear Srinivas,
It may not be possible to completely avoid no shows but it can be reduced to a great extent if you are carefully screen/analyse the candidate with relevant questions that Anil has already mentioned.
Never force a candiate for interview becase you need to have line ups .
Keep in touch with candidates who might have refused job earlier due to some reason, they come handy sometimes.
This is a challenge but you can overcome this with experience.
thanks,
nazneen
From India, Bangalore
It may not be possible to completely avoid no shows but it can be reduced to a great extent if you are carefully screen/analyse the candidate with relevant questions that Anil has already mentioned.
Never force a candiate for interview becase you need to have line ups .
Keep in touch with candidates who might have refused job earlier due to some reason, they come handy sometimes.
This is a challenge but you can overcome this with experience.
thanks,
nazneen
From India, Bangalore
Dear Srinivas,
It is something that cannot be completely avoided . You can be prepared for it if you are carefully screening /analysing the canddiate with relevant questions mentioned by Anil.
Never force a canddiate for interview attending process.
Keep in touch with old candidates who might have refused job earlier because they did not need it at that point , sometimes they are fruitful.
Its a challenge which you can overcome with exp.
Best wishes
nazneen
From India, Bangalore
It is something that cannot be completely avoided . You can be prepared for it if you are carefully screening /analysing the canddiate with relevant questions mentioned by Anil.
Never force a canddiate for interview attending process.
Keep in touch with old candidates who might have refused job earlier because they did not need it at that point , sometimes they are fruitful.
Its a challenge which you can overcome with exp.
Best wishes
nazneen
From India, Bangalore
Yes, above all it is always better to have "Plan B"s. Meaning - If you have to line up 15 people for the interview, make sure that you line up 18-20 candidates. Sure you will have dropouts at the last minute, but your back up candidates will fill in the space. Ths process is handy in terms of offer too. Even if you have a candidate joining you, keep your search on .. but on slow mode. Ths way you can save lots of time & meet your deadlines too.Regards, Vid
From India, Madras
From India, Madras
Dear Srinivas,
I have faced this problem initially but now the NO Shows in my organization have reduced by 90%.
We have devised following plan and these plans are working pretty effectively:
1. We send acknowledgement mails & company profile to all candidates who send their resumes.
2. We mail all shortlisted candidates that they can contact us any time to know about further rounds.
3. Those who show interests contact us back and we send them screening questionaires. This way get responses from those candidates who are genuinly interested.
4. We follow strict guidelines in reverting back to all candidates about their feedbacks whether positive or negative.
5. We regularly do follow ups with dropouts as well.
6. We keep an inventory of shortlisted resumes for all profiles and do regular job postings to avoid any delay in recruitments.
If you can make the candidates feel that their application is important for you and you are giving it due consideration then definitely you can reduce the No Shows.
Regards,
Gunjan
From India, New Delhi
I have faced this problem initially but now the NO Shows in my organization have reduced by 90%.
We have devised following plan and these plans are working pretty effectively:
1. We send acknowledgement mails & company profile to all candidates who send their resumes.
2. We mail all shortlisted candidates that they can contact us any time to know about further rounds.
3. Those who show interests contact us back and we send them screening questionaires. This way get responses from those candidates who are genuinly interested.
4. We follow strict guidelines in reverting back to all candidates about their feedbacks whether positive or negative.
5. We regularly do follow ups with dropouts as well.
6. We keep an inventory of shortlisted resumes for all profiles and do regular job postings to avoid any delay in recruitments.
If you can make the candidates feel that their application is important for you and you are giving it due consideration then definitely you can reduce the No Shows.
Regards,
Gunjan
From India, New Delhi
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