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
27I 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
hey guys i m not facing such problem ,but experienced candidates are lacking and i wanna hire exp candidates for the post of asp and php developer.that's it can anybody help me out............................................
From India, Visakhapatnam
From India, Visakhapatnam
now people are not ready to take challenges,simply they want a job which gives them best salary without any hard work,even i worked as a hr in placement service,many times i faced the same problem,so what i did means,according to the students requirement i started searching and selecting the companies,then i succeed in my job :) sunitha
From India, Hyderabad
From India, Hyderabad
i second sethu's comments, also please make sure you probe candidates by asking some detailed questions about their interview preparation, you should also check with them how have they planned to attend the interview (like taken 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 intial discussions and their earlier track record of attending interviews etc. that can also help
Also explaining to the candidates the importance of keeping their own commitment and your face off incase he backs out also helps them to realize the need for being more responsible in their approach
From India, Mumbai
Also explaining to the candidates the importance of keeping their own commitment and your face off incase he backs out also helps them to realize the need for being more responsible in their approach
From India, Mumbai
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
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
Hi,
Today a candidate will prefer to have a platter of offers to select the best but not in the order of compensation. They get to have overview of all the pros and cons of the offer before really joining one of them. Our experiences made us learn that every candidate wants the recruiter to share the relevant JD and the future employer should be their shortlisted one to work for. Hence we see a last minute dropout of candidate(s) from the interview or joining our client. There is no magic formula to apply that selected candidate joins the new company. Only option we found to have a back up of any candidate. Also for having a candidate attending the interview is to have sufficient candidates line up for the said interview. Again this depends on the validation part which we need to sense the purpose of the candidate applying for the said position.
Pls do add your valuable thoughts to make it a learning experience for all us in this forum.
Regards,
Sanjay
From India, Hyderabad
Today a candidate will prefer to have a platter of offers to select the best but not in the order of compensation. They get to have overview of all the pros and cons of the offer before really joining one of them. Our experiences made us learn that every candidate wants the recruiter to share the relevant JD and the future employer should be their shortlisted one to work for. Hence we see a last minute dropout of candidate(s) from the interview or joining our client. There is no magic formula to apply that selected candidate joins the new company. Only option we found to have a back up of any candidate. Also for having a candidate attending the interview is to have sufficient candidates line up for the said interview. Again this depends on the validation part which we need to sense the purpose of the candidate applying for the said position.
Pls do add your valuable thoughts to make it a learning experience for all us in this forum.
Regards,
Sanjay
From India, Hyderabad
Dear HR.
You all are suggest very well keep it up.
one more things i want to add that's you can...
1) u can say about Reimbursement facility
2) lunch facility
3) if possible, say spot offer letter and arrange accordingly etc...
Tks.
Rgd.
Amit Trada
Surat_Gujarat
From India, Ahmadabad
You all are suggest very well keep it up.
one more things i want to add that's you can...
1) u can say about Reimbursement facility
2) lunch facility
3) if possible, say spot offer letter and arrange accordingly etc...
Tks.
Rgd.
Amit Trada
Surat_Gujarat
From India, Ahmadabad
Hi
Before going further i want you to please visit the following web links once. Also we already have discussed the same many times and yes this is really a very serious problem and all required some good solutions
https://www.citehr.com/100435-candid...interview.html
<link no longer exists - removed>
https://www.citehr.com/7922-candidate-no-show.html
https://www.citehr.com/46212-candida...interview.html
From India, Gurgaon
Before going further i want you to please visit the following web links once. Also we already have discussed the same many times and yes this is really a very serious problem and all required some good solutions
https://www.citehr.com/100435-candid...interview.html
<link no longer exists - removed>
https://www.citehr.com/7922-candidate-no-show.html
https://www.citehr.com/46212-candida...interview.html
From India, Gurgaon
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
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
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 u people.
From India, undefined
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 u people.
From India, undefined
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