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Follow-up by Phone, E-Mail, SMS is the best option, by which you can get the maximum candidates available at the interview.This you can do in the previous day evening of the Interview day so as to analyze how many candidates are coming
Regards,
Neha

From India, Bangalore
Follow up on the daily bases.... mail them n tell them to send u an acknowledgement mail... AS i have done many walk-ins but candidate who seems dicy at the point of time we always neglect them n sure he/she will definitely not cum for the interview... n same has happened many times... so better to grill the candidate in the Telephonic call only....
Regards
Yogita

From India, Delhi
Hi Firends,
This is Abhilash CS, working with an esteemded Life Insurance co. as Area Manager.Recent regulations in Insurance industry had put people like me in deep upset and trouble.I have been in this industry for more than 6 yrs and around 3 yrs i spent with a bank also initially. Now its high time for me to look out for a career shift, preferably in Bnaking and Retail segments.But people with Insurance background is loosing value in the job market .Seeking your advice and suggestions to face this severe market scenario..........
Regards
Abhilahs CS


Dear Sarvanan, As you said that only 10 from 70 candidates had come for the interview, there is nothing to worry for that. Generally the candidates agreed at the time when they gets the calls for the interview on Saturdays/Holidays but at the day of interview they planned something else. They become lazy, some times they think that there will be a walkin so there will be so many candidates & they don't come for the interview. Sometime the way of fixing the interview also matter. You have to tell about the opening & company profile clearly and effectively so that they can be impressed. Just follow the above guide lines given by other members & don't worry. The rate candidate presence for interview is 20-25% sometimes.
Regards,
Prashant Pandey

From India, Delhi
Hi Sarvanan,
I completely agree with Prashant Pandey.
I would like to add few points out of my personal experience.
Only those candidates will show up for interview, if the offered role, compensation and company profile is much better then their present one. Even if you do rigorous followups, the candidate will never turn up until he is really interested in taking up this opportunity.
So I would suggest, while you are screening the profiles look at candidates at a level lower to the present role and compensation so that they are really interested in taking up this opportunity and turn up ration is more.
Hope this helps.
Regards,
Sasmita

From India, Hyderabad
Hi Saravanan,
I hope sending an assessment form to all shortlisted candidates with your required info to answer and about the job profile & benefits would be an good idea. Mostly only interested candidates will respond with filled form, in the form add a question - preference date / day & time for interview, where you can make a decision on the interview schedule easily. Also make a plan on the time for candidates appointment with 15 min. for each.
Good day !
Regards,
Roji Thomas

From United Arab Emirates, Dubai
Hi Sravanan,

What I understood from your requirement is, you might be recruiting 'freshers' or between 0 to 2 years of exp. Plz understand this a section of employees will not have a vision or focus on life, they will be with dual thoughts, they are scared to attend an interview directly with the employer or even if they attend they will be hesitating to join anticipating something better opportunity may come or a wrong advice given by his friends.

It is always better to hire through a consultancy for this kind of positions.

consultancies will take the responsibility and you can just visit their place and finalize the candidates. As the consultancies are professionals and it is a regular process for them, they can handle it in a better manner. More over, consultancies will give you a replacement if the candidates leaves within 3 months.

Unlike middle & senior positions which will cost 8.33 to 15 % of gross annual CTC of the candidate, you can negotiate with consultancies for a fixed amount for entire requirement.

Hope you got the answer, If you have any further doubts you can reach us on

, you can also visit our website: <link no longer exists - removed> - Team Foyer.

From India, Mumbai
Dear Saravanan,

This is a typical problem all HR guys face. Though there is no single method by which you entice candidates to attend interviews the following tips may be useful

1. You have to impress the prospective candidate sufficiently about your company and job opportunity. For this you need to have a detailed JD in place. Many candidates tend to ask what will the CTC that will be offered to them.

2. To answer the queries posed by candidates you need to frame a FAQ (Frequently asked questions) and be prepared to answer them. This will save a lot of the candidates time.

3. Even before you speak to the candidate find out whether it is right time to talk to them. Otherwise they will tend to be passive listners.

4. After finding out their interest ask them their convenient date (alternatively if the date is prefixed by you check whether the date is convenient to them). If the candidate does not evince interest then check whether any of his friends will be interested if so please request him to refer them.

5. Many candidates prefer to attend interviews on their weekly offs and seldom do they take leave to attend interviews unless they are badly need a change.

6. Once you have agreed on the dates send them an inteview call letter by e-mail and ask them to confirm their attendance by return mail.

7. Give candidates atleast 1 week advance information for interview.

8. Follow up with them until they confirm (sometimes e - mails do not reach intended receipients or the candidate may not browse their personal mails regularly)

9. If the candidate has confirmed then follow up with him atleast two days prior to the interview and also on the day of interview. Sometimes candidates seek an alternate date if you don't contact them then you will not know whether he is not interested or he wanted a rescheduling.

10. Lastly if the candidate fails to attend the interview do not show your temper on him instead check whether he will be able to attend an interview on an alternate date.

Keep monitoring your success rate (Candidates called: Candidates attended).

Last but not the least, even if the candidate does not qualify in the interview, give him a good feeling and treat him with courtesy (he will be a prospective referral and will act as ambassadors for your organisation)

ALL THE VERY BEST

M.V.KANNAN

From India, Madras
I dont know your company IMAGE, MARKET GROWTH & SHARE in suspects mind.
I suggest you two ways of handling such issues;
1) Provide them pick and drop so that your candidate absentism can be controlled
2) Schedule all the interviews before or after 1 hr of lunch time. inform them; they are invited for LUNCH as well.
Note : we have to invest to control such behavior so that is not a expense its about how to control irrespective behavior through investments :)
May you Succeed in your Aims AMEN!

From Pakistan, Lahore
Dear Sharavan, I feel committing small mistakes repeatedly leads to disappointments. Hence, correct usage of English and strong vocabulary could be your plus point in future.
From India, Secunderabad

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