Hi All,
We face this problem very frequently in our organization.
We are basically involved in IT Staffing.As per Recruitment Procedure-
we do shortlisting suitable resumes and accordingly Schedule interviews for the best candidates of the lot on their confirmation.
We do regular and prompt followups until their scheduled timing.
But at last minute they make No Shows.
Why is this happening inspite of all the measures taken??
I Request all HR Pundits to come out with their valuable suggestions in solving this Problem.
Thanks & Regards
Swapna
From India, Hyderabad
2We face this problem very frequently in our organization.
We are basically involved in IT Staffing.As per Recruitment Procedure-
we do shortlisting suitable resumes and accordingly Schedule interviews for the best candidates of the lot on their confirmation.
We do regular and prompt followups until their scheduled timing.
But at last minute they make No Shows.
Why is this happening inspite of all the measures taken??
I Request all HR Pundits to come out with their valuable suggestions in solving this Problem.
Thanks & Regards
Swapna
From India, Hyderabad
Dear Swapna
This is a problem that has taken several dimensions oflate.
- candidates have more than one option, infact many
- they prefer to shop for the right job...and then hop.
- not all think long term career perspective
- most are ok with what they get as take home
- brand equity / status symbol / salary& perks are attractions that go hand in hand
- seriousness and committment levels of the candidate
- job profile being offered v/s what they currently have
- the bargaining power a job offer in hand can make in the current scene
- inability to show up for genuine reason like getting stuck / work / boss / etc
there isn't one single reason...
the only way is to have extra people...the ratio now adays of candidate attending the interview is call 10 4 show up...mar 6 or 7 on a brighter side..this is an average...so advisable is to keep 50% extra candidate on hand..there is no way out...
I would also agree with the fact that getting so many people is not going to be easy...lets face and accept and make the best of what you can and identify better resources for recruitment and keep options open..
Rgds
Yogesh
From India, Ahmadabad
This is a problem that has taken several dimensions oflate.
- candidates have more than one option, infact many
- they prefer to shop for the right job...and then hop.
- not all think long term career perspective
- most are ok with what they get as take home
- brand equity / status symbol / salary& perks are attractions that go hand in hand
- seriousness and committment levels of the candidate
- job profile being offered v/s what they currently have
- the bargaining power a job offer in hand can make in the current scene
- inability to show up for genuine reason like getting stuck / work / boss / etc
there isn't one single reason...
the only way is to have extra people...the ratio now adays of candidate attending the interview is call 10 4 show up...mar 6 or 7 on a brighter side..this is an average...so advisable is to keep 50% extra candidate on hand..there is no way out...
I would also agree with the fact that getting so many people is not going to be easy...lets face and accept and make the best of what you can and identify better resources for recruitment and keep options open..
Rgds
Yogesh
From India, Ahmadabad
Hi! There are couple of more reasons why a candidate is not interested after being short listed. It just might be that your firm is not marketing the jobs in the right way.
From India, Nasik
From India, Nasik
Thanks a Lot for your responses.
I Agree with all the points mentioned by Yogesh and Shyamali as well.
One thing I want to make clear is that Ours is a Leading Consulting Firm with good track record and all our clients are CMM Level5 Cos. with excellent pay package and reputation.we dont find any difficulty in convincing the candidates for the company.
We do keep resumes in pipeline in case of No Shows.But by the time we get feedback from the client and then scheduling consumes lots of Time.
Another issue is -though the candidate Genuinely interested,still remain No show due to some unexpected reasons they give- imp work,official meetings,etc...which they dont even consider as their responsibility to inform Prior.
I request to suggest me some tips which can be implemented to solve this problem as Iam really frustrated by this.
Thanks & Regards
Swapna
From India, Hyderabad
I Agree with all the points mentioned by Yogesh and Shyamali as well.
One thing I want to make clear is that Ours is a Leading Consulting Firm with good track record and all our clients are CMM Level5 Cos. with excellent pay package and reputation.we dont find any difficulty in convincing the candidates for the company.
We do keep resumes in pipeline in case of No Shows.But by the time we get feedback from the client and then scheduling consumes lots of Time.
Another issue is -though the candidate Genuinely interested,still remain No show due to some unexpected reasons they give- imp work,official meetings,etc...which they dont even consider as their responsibility to inform Prior.
I request to suggest me some tips which can be implemented to solve this problem as Iam really frustrated by this.
Thanks & Regards
Swapna
From India, Hyderabad
Hello Everyone, There is no solution for this problem?? I request not to ignore this Post as Iam really in need of a suggestion. Please... Regards Swapna
From India, Hyderabad
From India, Hyderabad
Hi ALL,
I have never faced this problem for people not showing up in a large numbers.
WHy??
The reason is people who are already working, may not necessarily get time from their routine jobs to go for an interview in a week day.
WE have always conducted interviews on Saturdays and Sundays, and people do come.
This is also true that the ratio of applicant is not always 10:10, it is far less then that, so remember to call more people for the onterviews.
Also, clear cut job profile will surely catch the attention.
Try it to believe it :wink:
Cheers
Archna
From India, Delhi
I have never faced this problem for people not showing up in a large numbers.
WHy??
The reason is people who are already working, may not necessarily get time from their routine jobs to go for an interview in a week day.
WE have always conducted interviews on Saturdays and Sundays, and people do come.
This is also true that the ratio of applicant is not always 10:10, it is far less then that, so remember to call more people for the onterviews.
Also, clear cut job profile will surely catch the attention.
Try it to believe it :wink:
Cheers
Archna
From India, Delhi
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