I have few queries regarding escalation in staffing process. i want to know how to minimizing the escalation. i work in a staffing firm, as a recruiter. many times candidates don't turn up for interview after committing themselves for it, and abscond, even after continuous follow up.
1. Is a recruiter to be blamed?
2. How to reduce the escalation in future?
3. what is the role of a manager in this case? whether he should blame his subordinate or work with them to control it?

From India, Bangalore

Not only you 80% of the organizations even they call directly & the recruitng agencies are facing this problem. It will be difficult to pin point or blame anybody a Manager / GM/ President / Director because now a days due the pressure at their work places the candidates may not be able to move or not allowed to move to attend the interview, the traffic issues are also one reason of the candidates not attneding in time or not, the vast data availability on internet is also one constraint because before attending the interview itself they are deciding themselves, due to high individual expectations their decisions & priorities are changing hour to hour, the cut throat competition, last minute priorities and execuses & the attitude of the people etc., are the some of the reasons the recruiters are blammed.

Once you fix interviews the senior level people in the organization make themselves available at the venue in the slotted time and the HR / recruiting executives position will be so embrassing if the candidates have not turned up. He/she has to face the music.

The Managers and senior people instead of blamming their juniors for nothing of their mistake they should underestand their problem, efforts put in and support & suggest them.

Except very few top companies majority of the people are facing this issue.

Regards - kamesh

From India, Hyderabad
Yeah this is a major problem recruiters are facing nowadays and the person holding the responsibility for recruiting are blamed by top bosses for not fulfilling the expectations(attracting candidates towards job).I feel this problem can be reduced if you segment your requirements of skills becoz' only then you will be successful i identifying the prospective & required lot of candidates. Secondly feel the pulse of the candidates' wishlist and then set ur demands accordingly. Try to convince in the best possible ways and try to feel his attitude and then act accordingly.There is a great need of coordination between the activities of top manager & subordinates so that require candidates are attracted to organisation.Blaming is not the solution.
With regards

From India, Ulhasnagar
Dear RIMA,
I totally agree with your inputs but it is not that easy to feel the purlse of the candidates who are looking at "PURSE" and changing their opinions now a days.
The second thing is the recruitment executive only interacting once or twice that too over phone which is very impossible to feel the pulse, convince & feeling his attitude why because after interacting for one to two hours or even for a day that too personally at the time of interview & using the evaluation tools like Thomas profiling / MBTI people are unable to assess the pulse of the people, the candidates so perfectly assessed either unable to perform / unable to fit in to the culture or may be getting relieved and joining for higher salary.
These are all my practical experiences hence blame game can not suits for the recruitment process. only mantra is "Try and Try you will succeed".
Regards - kamesh

From India, Hyderabad
Some improvements can be carried out as follows
1-Access the inclination or interst of candidate towards prospective organization
2-Give them time to think and confirm them inerview schedule
3- Satisfy their probable queries like co profile, turn over,size of co & activity and reimbusemnt for interview, CTC range,desigantion,reporting etc
4-If they dont hv time currently ask them regarding their comfortable date and time for resceduling interview
5-Call candidates ateast 5 for 1 post
6-Ask the interviewers to conduct interview with flexi schedule but it should not involving keep them waiting long time
7-Ask the candiadtes to confirm two alternative dates for scheduing interview
8-Commincate the deciosn within week time maximum dont keep them hanging by reply, will cal u or we are shortilisting only
9-Confirm the candidate whether interview is one , two or three tier/rounds
10-Dont call candiadtes merely for screening only it waste their time
P K Mishra

From India
Interesting. We thought there is lot of unemployment in this country and for any post people will be rushing to join! But there appears to be a supply constraint. I think this situation is restricted to only the service industry.
From India, Madras
Thank you all for posting and sharing insights about it. it will surely help me in my career. recently we have planned for walk ins. so i will take down all your suggestion and will update on the progress.
From India, Bangalore
I also worked as recruiter,n have gone through heavy preassure.
But in later days managed to lessen that preassure.
you can follow some some important points,may be that can help you out.
1- Take a confirmation mail from candidate who is about to attend the interview.
2-confirm to HR only when you have got confirmation mail.
3- And at the initial level of sourcing,call the candidates CV on Mail provided by you containig JD of position,
this will lead only to resumes who are very keen to change and hence will increase the turn ups.
And yes recruiter is not to blamed for this if communication with candidate is done through mails.
Last but not least, Manager should handover the interview scheduling to experienced employee in company instead of assigning it to newly joined.
In that way candidates interest level can be easily known and escalation could be avoided.

From India, Bhopal
Thanks Sagar, The point you have mentioned about getting the confirmation mail. Even after recieving confirmation mail from their side , we cant avoid escalation.
From India, Bangalore

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