Struggling with Interview No-Shows: How Can I Ensure Candidates Actually Attend?

Hi,

I am working in an IT product-based company, and we are looking for skill sets like J2ME and Linux. I am responsible for scheduling the interviews, reminding the candidates, and on the day of the interview, there are frequent no-shows. This issue is impacting my work, and even my boss has questioned why the candidates are not attending the interviews.

This Saturday, I have scheduled 25 interviews. I received confirmation from 16 candidates, but only 5 showed up. I am in a difficult situation as I urgently need to fill these positions.

Seniors, please help me find a solution to this problem.

Regards,
Suma

When you shortlist the candidates, do you interact with your technical heads and shortlist? If yes, then when you call them up, don't give them one day to attend the interview; tell them that they can attend it at their convenience, especially if the positions are for specialized projects.

When you call, your tone in asking them to come for the interview also counts. Moreover, some candidates do not like to be known that they are looking for jobs; hence, be careful when inviting them for an interview.

Finally, it sometimes happens that people won't turn up. So, I suggest calling more candidates, say 80 or 100, then perhaps 25 will turn up. All the best to you.

If you have any more queries, feel free to ask me. Additionally, utilizing employee references is beneficial; you can often find exactly what you are looking for.

Regards,
Sadhana

Thank you, Sadhana.

When I call up the candidates, I give them a specified range of dates and also a flexible time. I even ask them for their convenient time and date, and I schedule interviews on Sundays as well. However, despite confirming their presence, when I call them the next day, they don't pick up the call. I am not finding the right candidates with the skill set I am looking for.

Thanks once again for the suggestion.

Regards,
Suma

Hi, please read this article from one of our HR site friends; it may help you.

I am sharing how I am able to source and recruit candidates on time. The process is explained below:

1. When the position is identified, sit with the hiring manager or the line manager. Try to understand the job profile, including education, domain experience, specific skills, and if possible, the industry domain you are targeting. By doing this, as a recruiter, you understand the profile and requirements to about 65%.

2. Next, if you are working with a consultant, explain the requirements. If you are sourcing from job portals, use advanced search by entering the job profile and industry domain. Alternatively, take some time with the hiring manager or line manager to search for profiles on the portal together. This can reduce pre-screening time.

3. After shortlisting resumes, schedule a telephonic discussion before calling the candidate for an interview. This preliminary discussion helps understand the candidate's profile. Some resumes may look good but lack substance. The telephonic discussion can help identify such discrepancies and save time for both parties. Remember, time is money.

4. Following the telephonic discussion, shortlist candidates and arrange for a personal interview. Aim to complete the interview in one go if possible, to avoid inconveniencing the candidate with multiple leaves. Time is precious.

5. After the interview, inform the candidate that if they are shortlisted, they will receive a call regarding the offer. If there is no communication within 3-6 days, the candidate can assume they were not selected. This clarity allows candidates to explore other opportunities.

6. Utilize communication tools for selected candidates, such as negotiating salaries over the phone and exchanging documents and information via email. This streamlines the process and allows focus on other tasks.

7. Finally, maintain contact with the candidate once a week after the offer is issued, until they join. This keeps the candidate engaged and provides insights into their intentions. Lack of communication may indicate a change in plans, prompting proactive sourcing for alternatives.

Although lengthy, following these steps has helped me select and onboard candidates within the stipulated business timeline. I encourage fellow professionals to share their strategies and methodologies in the HR process.

Regards,

K.S. Yoganth Murthy