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Hiten Parekh
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Despite confirming from candidates several times, many of them refuse to come at the last minute for the interview. The senior managgement is of the opininion that we should persuade the candidate incase such a situation arises. However, i'm of the opinion that such candidates should not be called again because when they cant keep up with an interview appointment what kind of work commitment would they display incase taken on board.
Request you to kindly provide your inputs in this regard.
Anika Agarwal

From India, Dehra Dun
Hi Anika,How are youIf you need suggestion you can reach me on +91-9885471360.i m in same Recruiting sector and i have good experiance with the candidates.You can speak with candidates in a pleasent manner and be a can try to mingle with them.and ask their family members,and provide some guidence for career,
From India, Hyderabad
Hi Anika
This is the common problem faced by all the Recruiters. You can lined up the interviews for weekend as the candidates are free and more willing to come on weekend. We, in our organization, also keep interviews in early morning or late evening hours so the candidate does not require to take time off from his/her current organization. This method does not guarantee that every candidate who isscheduled for interview will turn up but it does reduce the chances of candidate not turning up at all.

From India, Delhi
I have tried calling the said options, calling candidates according to there comfrot timings, but still candidates are not coming. we dont work on weekends, but for candidates comfort i come on saturday, but stil in vain. in this case wht can be done :confused:
From India, Madras
Dear NArinder,
If this is the case you need to analyse the type of openings you have and the source of recruitment you are using
kindly eloborate on the same, so that i can put accross some thing.
RavindrA r

From India, Mumbai
Yes, Ravinder is Risght. Also first call made to employees can make lots of diffterence. Explain the job profile in detail to the candidate so he can be sure whether he is really interested in this or not. Most of the candidates say yes for the interview even when the job requirement is not clear to them and later don't turn up. Also do tell them about your organization, what business it is into, the employees strengh, the benefits offered by it and other things which might be of information for a candidate. This way the candidate will be able to decide much better whether he wants to proceed further with your job requirement or not.
And don't forget to reconfirm the interview schedule with the candidate prior to one or half day of the interview so you can get to know about those candidates who are not coming for the interview beforehand. If any candidate is ignoring your call or not responding, ask for his reconfirmation by SMS. If still there is no reply, the chances of that candidate coming for the interview is equal to nil.

From India, Delhi
Thanks Ravindrar,
Am into IT company and the openings which we usually have is for .net. When I call the candidate, I explain him/her the requirment and also i brief them about the company and email the same to dere mail id. I also receive the confirmation email from the candidate too stating that they wil be available for the interview, but they dont turn on the day of interview.
We also go for internal & external recruitemnt, and we are subscribed with naukri,
Hope I have answered your question.

From India, Madras
Dear Narinder,
Do you use the HR consultancy, that specially deals for IT Recruitments, this could be of a help to you OR if the problem is serious you can think of Out sourcing your recruitments to external agencies.
Hope have justified to your query.
RAvindra R

From India, Mumbai
Hi All !

Candidates not turning up for interviews is a serious issue being faced by many of us in Recruitment activities.

Calling candidates prior to interview will help if done with a little probing skills. When you call a candidate for confirmation or followup about interview schedule, make sure that you dont ask direct questions and should opt for probing methods.

Also you should try to find out if the candidate has taken care to gather some information about your company.

You can always discuss about your city (if candidate is from outstation), your office / plant location and your canteen speciality (like, "you will enjoy tea and Masala dosa at our canteen." or something like that), any employee event that is taking place on interview date like safety audit, birthday of an employee.

We can try to be innovative and hope for the best.

Even if we get to no the level of determination the candidate is having regarding attending interview, it can help us reducing some of our anxiety and even embarassment.

To be honest there is no concrete solution to such issues / problems faced by recruiters.

- Hiten

From India, New Delhi
How do u feel when u get a chance to black list such kind of attitude candidates. where is the same black listed candidates can be viewed by all the recruiters and companies Pan India, ?
Please do share your opinion on the same

From India, Bangalore
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