Dear Seniors, Our recruitment team is facing problem of candidates backing out after qualifying telephonic interview. Almost 38% candidates who committed for appearing for interview didn't appear for the interview giving various reasons. The reasons are also seems to be suspicious. Could you please help us by suggesting what can be done to overcome this issue, what is the general practice in industries to avoid this situation.
This problem is more frequent when we are calling 2-5 yrs candidates for QC dept. Please help.

From India, Nagpur
Asst.manager -hr
Vaishalee Parkhi
Hr Consultant & Trainer
Founder & Director, V K Dynamic Leadership
Manager-performance & Learning
Sandhya Arya
Hr Specialist
Nagarkar Vinayak L
Hr And Employee Relations Consultant
+2 Others

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Dear Friend,
1. Before go for telephonic round please review his resume twice.
2 During interview please ensure to understand the view of candidate.
3. Before send him at client place arrange face to face round with your team.
4. If candidate is genuine then definitely rush.
5. Your recruiters need to spend more time with candidates during Telephonic round to understand the candidate state of mind.

From India, Mumbai

'NO shows' is a problem common to hiring teams.You say that 38% of prospective candidates do not show up for interview though committed to do so. It means the remaining 62% are honoring their commitment.Then you must be able to pick the right kind from among this 68% .You can to some extent mitigate the problem by scanning the resumes to look for required competencies and then engage them telephonically to know what is the motivating them to look for a change and how strong is the motivation and whether your terms of offer are enough to motivate them too. You need to find ways to put your finger on their pulse.Otherwise there is, to my knowledge, no particular method or formula to make appearances 100% successful.
HR & Labour Relations Adviser.

From India, Mumbai

Dear Friends,
This is a common problem in society because of our social value system therefore now professionals are changing the interview proesses. The Behaviour Based Interview process is helping us to understand the mindset of the candidate and helping us to match his/her competence with required job profile.
In my opinion, you have to develop this skill set among your team members to cope with this problem.

From India, Delhi
Nagarkar Vinayak L

Dear Madam,
Your problem is 38% of the
the candidates who qualified during the telephonic interview do not show up for further interview under some pretext.
May be you need to look within the quality of telephonic interview process. The impressions which get formed about the company, the job profile and the candidate's overall expectations perhaps go to create repulsion in their mind.
The interviewers need to succeed in creating very positive impression about the Company which helps attracting candidates towards it. Better look for flaws in the process and fix them as there are no cut and dried solutions to this problem .
Vinayak Nagarkar

From India, Mumbai

Dear Friend,
This is a common phenomenon in employment industry. As per my experience and information, many people check whether his requirement in industry is exist or not. Those are not coming up after 1st round belong to this category. Another category want hike in pay & perks, they walk out if they feel there would be hardly change in pay structure.
Instead of condcting telephonic interview rather go by video calling, where you can able to the candidate physically & changes in his face while facing the questions would give you an understanding the canidate by his behaviour.

From India, Mumbai
Sandhya Arya

This is a genuine problem faced by every HR.
1. It may be due to a candidate is not actively looking for a job change. You can get to know about it by asking them to provide a valid reason why they want to leave their current company.
2. They are not serious for a job change. They are just checking their worth in the market. You can check this, when a candidate is asking for unexpected salary hikes or an hike which is more than the Industry standards as per his experience or skills.

From India, Ludhiana
Dear HR dude
We presume you are from a company (not a Recruitment Consultant) and your domain is Non IT.
Even in among Non IT engineers there is a tendency of No show after attending 3 rounds of interview and at the final stage thy become incognito.
Tele Interview is first level of Filtering ( very important too)process after scrutiny of resume you had about that candidate. As rightly said another fraternity here, in the first level of interaction over-phone, you need to cross check of his relevant experience matching to the job spec you have in terms of process, domain etc. you need to spend quite a good time in this process by putting him probing questions and sometime recapping a question during the process in a different way. This will give a lot informative resources about the person and his fitments.
Most of the 2-5 years of experience candidate may look for a change( which may their second change mostly) for a branded, professional companies with systems and procedures and good polices and with good hike in pay from present one to have a reasonably settled career for next few years so as to stabilize..
All theses factors have to be kept in mind when you do initial selection process through tele interview.If a candidate get good score in your first level of tele interview only those candidates should be called for personal interview.
As long as we have dearth for quality people resources, you will need swim along in the ocean of Recruitment with INCOGNITO Fishes.
BE Happy and work your process.

From India, Chennai
Vaishalee Parkhi

Hello Aakanksha,
Apart from the valuable suggestions given above, I would suggest the following -
1. Joint Telephonic interview - Join the HOD for telephonic round so you can assess where and what is going wrong
2. Give advance intimations to candidate about telephonic round and give time for their preparation and studying company website.
3. Prepare a checklist of questions to be asked during telephonic round
4. Make sure you talk about the expected qualities in a candidate e.g. honesty, integrity and commitment that forms the company culture
5. At the end of telephonic round, share your initial impression about candidate and ask availability for personal round.
6. Arrange personal interviews on the nearest available dates
7. Be considerate to offer date and time that suits the candidate
In my opinion, telephonic round should be brief and time bounded. The age criterion that you mentioned is likely to have choices and alternatives in the job offers. So you need to freeze the right candidates as quick as possible.
Hope it will help you.

From India, Pune

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