Facing Too Many No-Shows in IT Staffing? Share Your Tips and Resources Here

Dear All,

This is Srinivas, working for an IT Staffing company.

Here, I am facing a problem with too many no-shows. Please give me some valuable tips to avoid/prevent on-board no-shows.

I would be really grateful if I could get any document/PPT on "No Show Management."

Dear Srinivas,No Shows are very common in this corporate industry. We cannot completely stop this, but yes we can prevent it.First don't believe in what ever candidate says. Try to understand his pulse.Check how genuinely he is looking for a change. Candidates will post their resumes for various reasons such as- to check the market trends, to know their technical expertise, some may be looking for a job genuinely... So the recruiter should cross question the candidates to get truth out of them likeWhat is the reason for his job change?He/She is married? Will he/She relocate with their family or will their family does not have any objection to relocate.What is present company's notice period? He has some bonds? If they have any notice buy out option? ...Using this try to judge the candidate, now the guys are smart they will have ready made answers, but we don't have any option.Do the follow up properly after selection with the candidate, if you find him/her fishy just tell your apprehension to the client about the candidate and try to give replacement immediately.We cannot help if the candidate is getting a better offer at the 11th Hour and joining the other company.These are my Suggestions hope it will help you.Regards,Anil Kumar M.KTeam Lead-Resource ManagementASAP Info systems Pvt.Ltd

No-shows (during interviews as well as during onboarding) are common with every company in the IT industry, but the percentage varies. Like Anil Kumar mentioned, it depends upon the selection process of a company. A lot depends on how well one can differentiate a genuine candidate from this lot. It depends a lot on our screening and interviewing process. Try using behavioral interviewing techniques, understand the reasons in-depth why an individual is looking for a change, have more than 2 rounds of interviews, and relate the reason for change and other points highlighted by the candidate during the interview with each interviewer. Many times, our recruitment process also reflects on the image of the company. Many candidates have bitter experiences which, at times, make them revisit their decision on joining that company.

Despite following the above, there shall be a few no-shows, but I am sure that the percentage shall come down.

Do telephone interviews first to determine if the candidate is genuine.

Second, telephone prospective candidates the day before their interviews to remind them of the time and place and check if they are still interested or have found another position. You will never eliminate no-shows entirely, but you can minimize the inconvenience with a bit of forward planning.

John in Oz

Dear Srinivas,

It may not be possible to completely avoid no-shows, but it can be reduced to a great extent if you carefully screen/analyze the candidate with relevant questions, as Anil has already mentioned. Never force a candidate for an interview because you need to have lineups. Keep in touch with candidates who might have refused a job earlier due to some reason; they can come in handy sometimes. This is a challenge, but you can overcome it with experience.

Thanks,
Nazneen

Dear Srinivas,

It is something that cannot be completely avoided. You can be prepared for it by carefully screening/analyzing the candidate with relevant questions mentioned by Anil. Never force a candidate for the interview attending process. Keep in touch with old candidates who might have refused the job earlier because they did not need it at that point; sometimes, they are fruitful. It's a challenge that you can overcome with experience.

Best wishes,
Nazneen

Yes, above all, it is always better to have "Plan B"s. Meaning - If you have to line up 15 people for the interview, make sure that you line up 18-20 candidates. Sure, you will have dropouts at the last minute, but your backup candidates will fill in the space. This process is handy in terms of an offer too. Even if you have a candidate joining you, keep your search on, but on slow mode. This way you can save lots of time & meet your deadlines too.

Regards, Vid

Dear Srinivas,

I have faced this problem initially, but now the no-shows in my organization have reduced by 90%. We have devised the following plan, and these strategies are working quite effectively:

1. We send acknowledgement emails and the company profile to all candidates who submit their resumes.
2. We email all shortlisted candidates, informing them that they can contact us at any time to inquire about further rounds.
3. Those who show interest contact us back, and we send them screening questionnaires. This way, we receive responses from candidates who are genuinely interested.
4. We adhere to strict guidelines in responding to all candidates about their feedback, whether it is positive or negative.
5. We regularly follow up with dropouts as well.
6. We maintain an inventory of shortlisted resumes for all profiles and consistently post job openings to prevent any delays in recruitment.

If you can make the candidates feel that their application is important to you and that you are giving it due consideration, then you can certainly reduce the no-shows.

Regards,

Gunjan