Hi Friends,
We schedule candidates for Non IT and IT companies. Many of them confirm previous day .On the day of INterview they dont turn up .
Please let me know ,how to solve this issue
Waiting for your replies
Regards,
Nirupama
From India, Madras
1We schedule candidates for Non IT and IT companies. Many of them confirm previous day .On the day of INterview they dont turn up .
Please let me know ,how to solve this issue
Waiting for your replies
Regards,
Nirupama
From India, Madras
Dear Members,
Even I am facing the same issue with candidates.
candidates come up with typical reasons like
1. i had many interview on the same day.
2. I got an offer from XYZ on the same day etc.
can any one help me with this issue.
Regards,
Shravan Kumar
HR executive.
Trissn IT solutions.
From India, Gurgaon
Even I am facing the same issue with candidates.
candidates come up with typical reasons like
1. i had many interview on the same day.
2. I got an offer from XYZ on the same day etc.
can any one help me with this issue.
Regards,
Shravan Kumar
HR executive.
Trissn IT solutions.
From India, Gurgaon
hello,
First of all i think that the day should be chosen properly.Say a holiday or a day when usually off is there.This may increase your candidates appearing for interview.
Second you may have to divulge more information about interview e.g.best package for freshers or salary not an issue for deserving candidates etc.
Finally (sorry to say that ) i feel that if still people are not attending then i think people may not be interested in the company profile or way of working or some negative thing.
Sorry but this is my personal view.
Thanks
From India, Nagpur
First of all i think that the day should be chosen properly.Say a holiday or a day when usually off is there.This may increase your candidates appearing for interview.
Second you may have to divulge more information about interview e.g.best package for freshers or salary not an issue for deserving candidates etc.
Finally (sorry to say that ) i feel that if still people are not attending then i think people may not be interested in the company profile or way of working or some negative thing.
Sorry but this is my personal view.
Thanks
From India, Nagpur
Hi Nirupama,
All recruiters in the world face the same problem!
So do I but whenever i line up candidates for any particular post I line up least nos of candidates in which all should be needy ones (that is not possible to make out over a phone) again it depends upon your skill & experience.
Make your speech such flexible that the candidates should feel comfortable while talking to you.
As you know HR/recruiter is the face of the company.
From India, Mumbai
All recruiters in the world face the same problem!
So do I but whenever i line up candidates for any particular post I line up least nos of candidates in which all should be needy ones (that is not possible to make out over a phone) again it depends upon your skill & experience.
Make your speech such flexible that the candidates should feel comfortable while talking to you.
As you know HR/recruiter is the face of the company.
From India, Mumbai
Hi ,
Candidates not turning up for interviews is a very common probelm faced by all the firms ..
Few good proactices I know ..
- Dont ever force a candidate to attend the interview to meet your target/schedule that will give you high no of failure because meeting your requirements are not the candidates job
- Sense the candidate tone whether he is looking for a change otherwise whatever effort you put he/she will not show interest in attending a interview
- Compare the organization profile of the candidate with your company unless there is a huge higher level difference candidate will never think about attending a interview in small company
- If you feel the candidate is saying geniune reason for not attending a interview accept it beacuse everybody has their own priority of work
- A common mistake done by any recruiterment team treating candidates who are not cleared the interview
* professional tell them a clear reason where they failed and why they not selected that will help them to correct their mistakes
* they speak good about you outside that you guys are good
* Unless you treat the non slected candidates professionaly they will pass the comment with their circle that your company
is fake /your process is stupid / you conduct interview for namesake etc etc ..
* build a rapport even with non selected candidate carefully
- Always get the proper requirement , ask relavant question with the candidate and build a confidence that they are capable to meet the requirement and schedule for a telephonic interview which will reduce the disappointment , save time , money , energy etc ...
From India, Madras
Candidates not turning up for interviews is a very common probelm faced by all the firms ..
Few good proactices I know ..
- Dont ever force a candidate to attend the interview to meet your target/schedule that will give you high no of failure because meeting your requirements are not the candidates job
- Sense the candidate tone whether he is looking for a change otherwise whatever effort you put he/she will not show interest in attending a interview
- Compare the organization profile of the candidate with your company unless there is a huge higher level difference candidate will never think about attending a interview in small company
- If you feel the candidate is saying geniune reason for not attending a interview accept it beacuse everybody has their own priority of work
- A common mistake done by any recruiterment team treating candidates who are not cleared the interview
* professional tell them a clear reason where they failed and why they not selected that will help them to correct their mistakes
* they speak good about you outside that you guys are good
* Unless you treat the non slected candidates professionaly they will pass the comment with their circle that your company
is fake /your process is stupid / you conduct interview for namesake etc etc ..
* build a rapport even with non selected candidate carefully
- Always get the proper requirement , ask relavant question with the candidate and build a confidence that they are capable to meet the requirement and schedule for a telephonic interview which will reduce the disappointment , save time , money , energy etc ...
From India, Madras
Dear Sir,
Now a days there is shortage of skilled persons. Everybody is preferring experienced
persons. Moreover, people are not preferring to change frequently for small hike amount.
Other personal problems were also plays a vital role. That is why in the first instance, they may say yes. When come to last minute, they drop for coming to interview.
Please provide conveyance and their stay charges to them. Then they will conveniently come for interview.
D.Gurumurthy
HR & IR Consultant
From India, Hyderabad
Now a days there is shortage of skilled persons. Everybody is preferring experienced
persons. Moreover, people are not preferring to change frequently for small hike amount.
Other personal problems were also plays a vital role. That is why in the first instance, they may say yes. When come to last minute, they drop for coming to interview.
Please provide conveyance and their stay charges to them. Then they will conveniently come for interview.
D.Gurumurthy
HR & IR Consultant
From India, Hyderabad
Dear HR's,
We are based in L.B.Nagar, Hyderabad and we are running a training center where we provide call center/bpo training and US recruiter training.
We prepare fresh graduates/engineers/MBA’s to get a career in the desired field.
We have designed a training program for job seekers in Recruitment for 45 Days. Where we train them on
Personality Development,
Communication / soft skills
Voice & Accent,
Recruiting Process Structure (Sourcing & Selection),
Job Portals search
Ms-Office
If any company is looking for fresher’s or experience recruiters, please do contact me on or 957 355 0684
From India, Hyderabad
We are based in L.B.Nagar, Hyderabad and we are running a training center where we provide call center/bpo training and US recruiter training.
We prepare fresh graduates/engineers/MBA’s to get a career in the desired field.
We have designed a training program for job seekers in Recruitment for 45 Days. Where we train them on
Personality Development,
Communication / soft skills
Voice & Accent,
Recruiting Process Structure (Sourcing & Selection),
Job Portals search
Ms-Office
If any company is looking for fresher’s or experience recruiters, please do contact me on or 957 355 0684
From India, Hyderabad
First of all i would like to point out that if candidates do not show up when interview is scheduled then they are not worth it. change your types of interview - turn to recruiting agencies who can send potential employees - campus recruting, but at the same time - it depends on the job iteself, how it is being portrayed and the financial gain of the candidates. make your company attractive and real and honest ethical and so on. you need to market the goods and services of the company. hope this is okay.
From Mauritius
From Mauritius
The idea of paying Conveyance/Stay charges though is attractive enough to lure the candidates but it does not attract candidates really interested in organisation but only ones who are interested in TA/DA.
It is a time for introspection as to why candidates do not attract i.e.the facilities around location , image of your company vis-a-vis competitors, employee facilities besides pay package.
You may take help of your own employees with some incentives for forwardings candidatures of their friends/relatives.suiting the position.
You may consider enhance the CTC or reduce the expected level of candidates (average or less)
From India, Pune
It is a time for introspection as to why candidates do not attract i.e.the facilities around location , image of your company vis-a-vis competitors, employee facilities besides pay package.
You may take help of your own employees with some incentives for forwardings candidatures of their friends/relatives.suiting the position.
You may consider enhance the CTC or reduce the expected level of candidates (average or less)
From India, Pune
Dear All,
I saw lot of suggestions coming in from various intellects. However, the concern is genuine. Let us not blame recruiters at our workplace as same recruiters do much better job when they schedule candidates for middle management roles or senior management roles. Younger aspirants do not respect time & money
invested by recruitment firm and HR managers of the companies. They do not have guts to be truthful. This has become a very big problem and some serious steps are required to stop it. A suggestion would be to persuade job websites to block the CV of those candidates for whom they receive more than a specified number of complains about NO SHOW in an interview.
Need some more suggestions to make them understand the importance of huge investments in recruitment process.
From India, Pune
I saw lot of suggestions coming in from various intellects. However, the concern is genuine. Let us not blame recruiters at our workplace as same recruiters do much better job when they schedule candidates for middle management roles or senior management roles. Younger aspirants do not respect time & money
invested by recruitment firm and HR managers of the companies. They do not have guts to be truthful. This has become a very big problem and some serious steps are required to stop it. A suggestion would be to persuade job websites to block the CV of those candidates for whom they receive more than a specified number of complains about NO SHOW in an interview.
Need some more suggestions to make them understand the importance of huge investments in recruitment process.
From India, Pune
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
07 Vangonotes HRM - Interviewing Candidates.zip
Better Career Avenue Moveout Checklist For Candidates.pdf