Dear Seniors,
Our recruitment team is facing a problem with candidates backing out after qualifying for the telephonic interview. Almost 38% of the candidates who committed to appearing for the interview did not show up, providing various reasons. The reasons also seem to be suspicious. Could you please help us by suggesting how we can overcome this issue and what the general industry practices are to avoid this situation?
This problem is more frequent when we are calling candidates with 2-5 years of experience for the Quality Control department. Please help.
From India, Nagpur
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22Our recruitment team is facing a problem with candidates backing out after qualifying for the telephonic interview. Almost 38% of the candidates who committed to appearing for the interview did not show up, providing various reasons. The reasons also seem to be suspicious. Could you please help us by suggesting how we can overcome this issue and what the general industry practices are to avoid this situation?
This problem is more frequent when we are calling candidates with 2-5 years of experience for the Quality Control department. Please help.
From India, Nagpur
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Dear Friend,
1. Before going for the telephonic round, please review his resume twice.
2. During the interview, please ensure you understand the candidate's viewpoint.
3. Before sending him to the client's place, arrange a face-to-face round with your team.
4. If the candidate is genuine, then definitely proceed promptly.
5. Your recruiters need to spend more time with candidates during the telephonic round to understand the candidate's state of mind.
From India, Mumbai
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1. Before going for the telephonic round, please review his resume twice.
2. During the interview, please ensure you understand the candidate's viewpoint.
3. Before sending him to the client's place, arrange a face-to-face round with your team.
4. If the candidate is genuine, then definitely proceed promptly.
5. Your recruiters need to spend more time with candidates during the telephonic round to understand the candidate's state of mind.
From India, Mumbai
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'NO shows' is a problem common to hiring teams. You say that 38% of prospective candidates do not show up for interviews though committed to do so. It means the remaining 62% are honoring their commitment. Then you must be able to pick the right kind from among this 68%. You can, to some extent, mitigate the problem by scanning the resumes to look for required competencies and then engage them telephonically to know what is motivating them to look for a change and how strong the motivation is and whether your terms of offer are enough to motivate them too. You need to find ways to put your finger on their pulse. Otherwise, there is, to my knowledge, no particular method or formula to make appearances 100% successful.
B. Saikumar
HR & Labour Relations Adviser.
From India, Mumbai
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B. Saikumar
HR & Labour Relations Adviser.
From India, Mumbai
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Dear Friends,
This is a common problem in society because of our social value system; therefore, professionals are now changing the interview processes. The Behavior-Based Interview process is helping us understand the mindset of the candidate and match his/her competence with the required job profile. In my opinion, you have to develop this skill set among your team members to cope with this problem.
Thanks,
From India, Delhi
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This is a common problem in society because of our social value system; therefore, professionals are now changing the interview processes. The Behavior-Based Interview process is helping us understand the mindset of the candidate and match his/her competence with the required job profile. In my opinion, you have to develop this skill set among your team members to cope with this problem.
Thanks,
From India, Delhi
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Dear Madam,
Your problem is that 38% of the candidates who qualified during the telephonic interview do not show up for further interviews under some pretext. Maybe you need to look within the quality of the telephonic interview process. The impressions that get formed about the company, the job profile, and the candidate's overall expectations perhaps create repulsion in their minds.
The interviewers need to succeed in creating a very positive impression about the company, which helps attract candidates towards it. It's better to look for flaws in the process and fix them as there are no cut and dried solutions to this problem.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Your problem is that 38% of the candidates who qualified during the telephonic interview do not show up for further interviews under some pretext. Maybe you need to look within the quality of the telephonic interview process. The impressions that get formed about the company, the job profile, and the candidate's overall expectations perhaps create repulsion in their minds.
The interviewers need to succeed in creating a very positive impression about the company, which helps attract candidates towards it. It's better to look for flaws in the process and fix them as there are no cut and dried solutions to this problem.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Dear Friend,
This is a common phenomenon in the employment industry. Based on my experience and information, many people check whether their requirements in the industry exist or not. Those who do not proceed after the 1st round belong to this category. Another category seeks a hike in pay and perks; they walk out if they feel there would be hardly any change in the pay structure.
Instead of conducting telephonic interviews, opt for video calling, where you can see the candidate physically, and changes in their face while facing the questions would give you an understanding of the candidate's behavior.
Regards,
From India, Mumbai
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This is a common phenomenon in the employment industry. Based on my experience and information, many people check whether their requirements in the industry exist or not. Those who do not proceed after the 1st round belong to this category. Another category seeks a hike in pay and perks; they walk out if they feel there would be hardly any change in the pay structure.
Instead of conducting telephonic interviews, opt for video calling, where you can see the candidate physically, and changes in their face while facing the questions would give you an understanding of the candidate's behavior.
Regards,
From India, Mumbai
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Dear,
This is a genuine problem faced by every HR.
1. It may be due to a candidate not actively looking for a job change. You can get to know about it by asking them to provide a valid reason why they want to leave their current company.
2. They are not serious about a job change. They are just checking their worth in the market. You can check this when a candidate asks for unexpected salary hikes or a hike that is more than the industry standards based on their experience or skills.
From India, Ludhiana
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This is a genuine problem faced by every HR.
1. It may be due to a candidate not actively looking for a job change. You can get to know about it by asking them to provide a valid reason why they want to leave their current company.
2. They are not serious about a job change. They are just checking their worth in the market. You can check this when a candidate asks for unexpected salary hikes or a hike that is more than the industry standards based on their experience or skills.
From India, Ludhiana
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Dear HR professional,
We presume you are from a company (not a Recruitment Consultant) and your domain is Non-IT. Even among Non-IT engineers, there is a tendency of no show after attending 3 rounds of interviews, and at the final stage, they become incognito. The tele interview is the first level of filtering (very important too) process after the scrutiny of the resume you had about that candidate. As rightly said by another fraternity here, in the first level of interaction over the phone, you need to cross-check his relevant experience matching to the job spec you have in terms of process, domain, etc. You need to spend quite a good time in this process by asking probing questions and sometimes recapping a question during the process in a different way. This will provide a lot of informative resources about the person and his fitments.
Most of the 2-5 years of experienced candidates may look for a change (which may be their second change mostly) for branded, professional companies with systems and procedures, good policies, and a good hike in pay from the present one to have a reasonably settled career for the next few years to stabilize. All these factors have to be kept in mind when you do the initial selection process through a tele interview. If a candidate gets a good score in your first level of the tele interview, only those candidates should be called for a personal interview.
As long as we have a dearth of quality people resources, you will need to swim along in the ocean of Recruitment with incognito fishes. Be happy and work your process.
From India, Chennai
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We presume you are from a company (not a Recruitment Consultant) and your domain is Non-IT. Even among Non-IT engineers, there is a tendency of no show after attending 3 rounds of interviews, and at the final stage, they become incognito. The tele interview is the first level of filtering (very important too) process after the scrutiny of the resume you had about that candidate. As rightly said by another fraternity here, in the first level of interaction over the phone, you need to cross-check his relevant experience matching to the job spec you have in terms of process, domain, etc. You need to spend quite a good time in this process by asking probing questions and sometimes recapping a question during the process in a different way. This will provide a lot of informative resources about the person and his fitments.
Most of the 2-5 years of experienced candidates may look for a change (which may be their second change mostly) for branded, professional companies with systems and procedures, good policies, and a good hike in pay from the present one to have a reasonably settled career for the next few years to stabilize. All these factors have to be kept in mind when you do the initial selection process through a tele interview. If a candidate gets a good score in your first level of the tele interview, only those candidates should be called for a personal interview.
As long as we have a dearth of quality people resources, you will need to swim along in the ocean of Recruitment with incognito fishes. Be happy and work your process.
From India, Chennai
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Hello Aakanksha,
Apart from the valuable suggestions given above, I would suggest the following:
1. Joint Telephonic interview - Join the HOD for a telephonic round so you can assess where and what is going wrong.
2. Give advance intimations to the candidate about the telephonic round and give time for their preparation and studying the company website.
3. Prepare a checklist of questions to be asked during the telephonic round.
4. Make sure you talk about the expected qualities in a candidate, e.g., honesty, integrity, and commitment that form the company culture.
5. At the end of the telephonic round, share your initial impression about the candidate and ask availability for a personal round.
6. Arrange personal interviews on the nearest available dates.
7. Be considerate to offer a date and time that suits the candidate.
In my opinion, the telephonic round should be brief and time-bound. The age criterion that you mentioned is likely to provide choices and alternatives in the job offers. So you need to freeze the right candidates as quickly as possible. Hope this helps you.
From India, Pune
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Apart from the valuable suggestions given above, I would suggest the following:
1. Joint Telephonic interview - Join the HOD for a telephonic round so you can assess where and what is going wrong.
2. Give advance intimations to the candidate about the telephonic round and give time for their preparation and studying the company website.
3. Prepare a checklist of questions to be asked during the telephonic round.
4. Make sure you talk about the expected qualities in a candidate, e.g., honesty, integrity, and commitment that form the company culture.
5. At the end of the telephonic round, share your initial impression about the candidate and ask availability for a personal round.
6. Arrange personal interviews on the nearest available dates.
7. Be considerate to offer a date and time that suits the candidate.
In my opinion, the telephonic round should be brief and time-bound. The age criterion that you mentioned is likely to provide choices and alternatives in the job offers. So you need to freeze the right candidates as quickly as possible. Hope this helps you.
From India, Pune
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