Frustrated with No-Show Candidates? How Do You Ensure Interview Attendance?

Hi everybody! I am working in a consultancy, and I have been continuously facing a similar problem from the candidate side, which I want to discuss with you all. We speak to the candidates, screen them, send their CVs to the client, and confirm them for the interview. However, when the interview date arrives, they don't turn up for the interview and switch off their mobile phones!

I am tired of this situation. Can anybody please help me out with some good and effective solutions? I am waiting for your response.

Thanks,
Suresh

We have been facing the same problem. Even individuals with 6+ to 7+ years of experience are doing the same thing. We are taking their alternative numbers from them. This has helped us a bit in following up with the candidates. We also call the candidates stating that we are calling from the client's place and send them SMS from the client's side. These measures have assisted us in managing the situation better.

Thank you.

Communicating Clearly with Candidates

Be clear when you speak to the candidate about the interview call. Talk to them about commitment and taking appointments with important people at the company. Judge if they are assertive and interested in attending the interview or if they are confused about their readiness. Only proceed with fixing the appointment when you are convinced. Otherwise, in telephonic rounds, even a mouse might appear to be a tiger. However, when you extend an invitation, a tiger will proactively jump in, and if it's a mouse, it will scurry away to hide in its burrow.

Regards

Be clear when you speak to the candidate about the interview call. Talk to them about commitment and taking appointments with important people at the company. Judge if they are assertive and interested in attending the interview or if they are confused about their readiness for the interview. Only proceed to fix the appointment when you are convinced.

Assessing Candidate Readiness

In telephonic rounds, even a mouse might appear to be a tiger, but when you extend an invitation, a tiger will proactively jump in. If it's a mouse, it will run away to hide in its burrow. Yeah, quite true, you must always ascertain how serious the candidate is and never overlook a smart or casual candidate, no matter how good they may seem to be.

Regards

If the candidate is not turning up even if you arrange the schedule, that may indicate the following:

1. The candidate is not serious about their work.
2. They are irresponsible.
3. They may be overconfident, thinking that there are lots of opportunities waiting for them.

Therefore, it's better if you don't follow up with such candidates and utilize your time and energy searching for good candidates.

Regards,

Reasons for Candidate No-Shows

The three most important reasons are:

1. The salary package you offered to him.
2. The brand name in the market.
3. His situation (which motivates him to act this way).

We are encountering errors during the resume screening process.

Thanks,
Saravanan Reddy

Candidate Screening: Effective First Call Tips

As per my suggestion, your first call is enough to check the interest level of every candidate.

• Your first call should be professional.
• Don't force the candidate to apply for the job.
• Don't give them the liberty to expect a high CTC (Don't set high expectations).
• Always check the candidate's current location and their preferred location; don't force them if they are not willing to relocate.
• Check their expectations in terms of their objectives, CTC, role, etc.

Wish you all the best.

Regards,
Surender

Hi Suresh, I own a placement consultancy. Initially, it was a one-man operation, where I would sign agreements with clients and also call candidates to line them up. I'll be sending a list of nearly 30 candidates to the client, but in the end, hardly 4 or 5 would turn up for the interview. This creates a bad impression on me for the clients. The main reason for not turning up to the interview is laziness.

If not with my consultancy, another consultancy will provide an offer for the same company. Therefore, these people easily refuse to attend the interview.

Proposed Solution for Candidate No-Show

So, I have decided to add one sentence whenever I call up the candidates for an interview. It goes like this: "If you are interested in this profile, let me know so I can send your resume details. If you are not interested and say no, and not picking up the call, will not be encouraged."

If you do the same, your name will be removed from our database, and no further openings will be informed. Your details will also be sent to the clients, just like candidates who refuse to attend the interview. This way, they won't be giving you another opportunity again.

When you say this, you'll immediately get a reply like this: "No, ma'am, actually, tomorrow I have some personal work and have to go there."

You might think all of this is a waste of time. But if you do this, you'll come to know who is really interested or not. You won't need to give false information to the clients and waste your valuable time following irresponsible individuals.

I think I've spoken too much. Anyways, hope at least this might help you 1% to solve your headache.

Take care.

Thanks and regards,
Cindrella
CEO
Miracle Placement

You are following a highly professional approach. However, it seems to be leading to behavior resembling cheating, such as not showing up after confirmation. Mr. Dhanu, Meet, and Sam have also provided you with sound advice, with which I agree. Nevertheless, HR must navigate the situation skillfully to avoid any embarrassment. Perhaps now you could consider trying an approach that is the polar opposite of professionalism.

Managing Candidate Behavior: Challenges and Solutions

Managing the behavior of a candidate is always a tough job. There could be many factors that deter a candidate from meeting the interview date:

- Maybe he/she is already in a job similar to the one being offered and sees no advantage in appearing for the interview.
- He/she is not allowed to leave to attend the interview.
- He/she is unwell.
- He/she does not like to travel to a far-off place.
- He/she is dissuaded from leaving the existing job.
- He/she may not be interested in the job at all and just says yes to keep you amused.

Keep a constant watch over the candidate's behavior, and any candidate who skips two interviews (after confirming for the same) may be dropped for six months from further calls. This should be clearly communicated to him/her.

Moreover, in the call letter/email, it should be made clear that if he/she is not interested, a reason should be provided. In case he/she is interested, skipping the interview will be viewed as serious indiscipline and behavioral disorder, resulting in being barred from further calls for the next six months. Re-induction into the recruitment process will only occur if he/she gives a written undertaking not to repeat such actions in the future.

Hi Suresh, this, of course, is a pragmatic issue faced by all recruiters across various consultancy firms and also by recruiters working directly for major organizations. They face this ordeal on a chronological basis. You may encounter the issue of candidates not turning up to attend interviews due to reasons such as:

1. A seemingly prospective candidate not interested in the job description announced by your client.
2. Salary, emoluments, and fringe benefits not being part of your job description or inadequately indicated.
3. Geographical location of the workplace being inconducive for a candidate to take up the proposal.
4. Shift timings and allowances pertaining to such timings (For instance, female candidates may not prefer to work in night shifts, so a gender-based perspective must also be considered when scheduling such candidates).
5. Job Grade, critical skillset descriptions not provided with clarity shall dissuade candidates from taking up the interview, leading them to think twice later.
6. Lack of interest in a job change.
7. Low Brand equity in the job market for the client (like many organizations just collecting candidates' information only to update their database and truly do not have any requirements to fill up. This must be a serious dissuading factor in the minds of job seekers who are well aware of this fact about the client).
8. Compromise on quality for the sake of reporting quantity. Lack of vision on the recruiter's part to identify a prospective candidate who can meet and beat the competition in the race to get placed.
9. Inadequate need analysis being performed by a recruiter in identifying the real necessity in a candidate to change his present job.

These are just a few critical factors that influence the behavioral pattern in candidates not taking up a scheduled interview.

Handling No-Show Candidates for Interviews

I think you should try to call the candidates one day before the scheduled interview to confirm if they are attending. If they do not pick up your call, try reaching them on their alternative numbers. If that doesn't help, they are probably not interested in attending the job interview.

The best course of action would be to contact another potential candidate and inquire if they can attend the interview on short notice. If they agree, notify the concerned office with the details of the new candidate. Additionally, send a regret letter to the initial person informing them that the interview has been canceled for certain reasons.

That's the best approach you can take!

Clarifying Candidates' Concerns

That's because you do not clarify candidates' worries or questions. As a consultancy, you are a mediator between the employer and the prospective employee. This indicates that there might be a lack of coordination on your end.

I have been working with a Consultant for the past 4 years and am very familiar with this issue. The best solution to this is:

1. You should always gauge the interest of the candidate before scheduling the interview. For example, ask for as many details as possible.

2. Request a written confirmation email in response to the interview letter.

3. Regular follow-up after scheduling is essential, which should include confirming the mode of transport, date, and time of arrival.

4. Always have a backup plan in place. Since it's a standard process and candidates may drop out, you should be prepared in advance.

5. Ensure that the candidate has enough time to prepare for the interview. Nowadays, many companies provide short notice for interviews, so it's crucial to discuss this with the company in case of very short notice.

6. Sometimes a candidate may have a valid reason for their absence. You can always present their case to the company and reschedule the interview if needed.

Regards,
Saurabh Batra

I agree with M/s. Cinderella's comments on the subject. When a client shortlists a candidate after screening, please ensure the following with the candidates:

1. Inform them that they have been shortlisted and ascertain their willingness to attend the interview. Never force them.

2. Collect the date/time of the interview well in advance from the client and communicate it to the candidates.

3. Upon confirmation from the candidates, inform them that it is a commitment to the client and that non-attendance would result in the removal of their data from the agency, which will also be reported to the company. Implement these guidelines while enrolling data itself.

4. Clearly communicate the position details, including meeting expectations. If the expectations are too high, ascertain from the company whether to call them for an interview if they are not considering the pay.

5. As a company, I spend a lot on booking a hotel, scheduling interview panels, and if candidates do not turn up for the interview, it is a failure of HR and the agency. I do not entertain any agency that does not follow such a system. Therefore, the agency should work professionally and understand the implications.

Regards,
B.R. MOHAN
GM-HR
Bangalore

Hi Suresh, we follow the boomerang method:

1. As soon as we receive CVs, we send an email to all candidates informing them that their CV has been shortlisted. If they are interested in the job description mentioned below with the given terms and conditions, they should call during the allotted time or send back an email.

2. Half of the people respond to this email, and then we call them to conduct a tele-interview, asking them to fill in all required information in a job details form.

3. Sometimes we send screening forms to them via email. Since many things get missed and cannot be retained after the telecon, the screening form helps us in tracking candidates' interest.

4. The result is that 75%-80% of candidates turn up, and they are genuinely interested. It takes a maximum of one week for all these processes, but the result is satisfactory.

5. The initial interaction and flexibility in scheduling interviews matter a lot in candidates' availability. We make initial contact, and if a person is interested, they will call us back.

Thanks,
Gunjan Sarojwal

Assessing Behavioral Patterns of Candidates

You should have the ability to assess the behavioral patterns of the candidates. As you know, it may vary according to the candidates. If you assess properly, 50% of your problem will be solved.

On the other side, we have to consider many factors like market conditions, economy, offers in colleges, cultural changes, mindset of the candidates, etc., which will have an effect on the remaining 50%. If you balance these things properly, you can pick the right candidate at the right time for the right job. It merely depends on behavioral factors.

Regards

Dear Mr. Suresh, This is a common problem faced by most placement consultants. The reason is the failure to understand the candidate's needs and requirements and not adopting a professional approach while contacting candidates for positions. I suggest the following steps to control such practices:

1. Try to ascertain the candidate's genuine willingness to change jobs.
2. Double-check with the candidate to confirm their interest in transitioning to a new company.
3. Maintain records of opportunities provided to the candidate for interviews.
4. Keep track of every interview opportunity and send reminders if the candidate did not attend the previous interview.
5. Keep a record of providing interview opportunities and assign a negative rating for each missed interview despite confirmation.
6. Caution the candidate each time an interview opportunity is offered, emphasizing previous missed opportunities. Warn that failure to attend this time will result in blacklisting and no further interview opportunities.
7. Highlight and list blacklisted candidates in a separate portal called "Blacklisted Resumes."
8. Once a candidate's resume is blacklisted, do not forward it to employers and remove it from the placement consultancy's database.

These steps should be taken after providing ample opportunities for interviews with genuine intentions. Reasons for each missed interview should be documented in the candidate's history folder before forwarding the resume to employers. I believe implementing these measures may help reduce candidates not showing up for interviews. Hope this information is helpful to you.

Regards, Mahender Singh General Manager - Human Resources

Recruitment Challenges: Ensuring Candidate Attendance

This is a normal trend observed by recruiters. Here, there is no definitive solution. However, the recruiter can take care of the following points:

• The way the recruiter presents the job opening to the candidate is very important, whether through a call or email. Preferably, do not approach through email.

• Also, knowing what type of candidates are approached is essential. Are you approaching the right set of resources?

• Give sufficient time to the candidates by informing them at least 3 days in advance. Do not expect the candidates to turn up the very next day or a day after, even if they are interested. We must understand that although they are applying for a job, they have certain responsibilities on hand.

• Ask them their convenient time to attend the interview, though it may be at the company's discretion. Preferably, schedule them for Saturdays. If an initial telephonic interview is possible, conduct the same and then ask them to come over for a face-to-face meeting.

• Explain the urgency of the position. Let them know that an important person or a technical panel will have to be set specially for their arrival. In case they cannot make it, ask them to inform earlier.

• Always keep a follow-up on these candidates and give them reminders. But please do not call them in the morning or at peak hours of work.

It is important to understand that even if the candidate is applying for a job, it's not just one company to which they are applying. At such times, it is the need of the company, and not the candidate. A candidate might have 5 right companies to choose from, but it is difficult for a company to get that 1 right candidate.

Even after 2 reminders, if the candidate does not respond, kindly skip them. Definitely, there are others in line. Always respect the candidate but don't make the candidate feel that your company is at their mercy.

Even after doing this, candidates might still not turn up. But the number of those not coming will definitely reduce.

Regards,
ASHLESHA

Understanding Candidate Inclinations and Job Change Urges

The main takeaway is to understand the inclinations of the candidate and their urge to change jobs. Most of the time, candidates simply register on job portals to gauge their current market value and to signal to their current company that they are open to change (often to increase their value, as many line managers threaten HR that the individual is crucial and should be retained). Another reason could be to explore better opportunities elsewhere (even if they are performing well, the mindset of "why not try for a better competitive job?").

The Consultant's Role

I believe the consultant's role is crucial in thoroughly assessing the candidate before forwarding their CVs to the company.

I have created a questionnaire (please refer to the attached document sourced from various places) that I encourage my HR team to use to assess the candidate, their inclinations, and the genuine reasons behind their desire for change.

The Recruiter's Job

The recruiter's job is not an easy one; they help in branding the employer.

I hope you will find this questionnaire beneficial. You can customize your questions and create a report for the employer.

Regards,
Vinod Bidwaik

I would agree with most of the reasons and suggestions given in this thread. In addition, I feel that a recruiter needs to do some homework into the expected behavior of the candidates before approaching them and setting up an interview. For example, if a candidate has only worked in MNCs or big companies in his previous experience (except maybe for his first job), he is unlikely to consider a move to a smaller company, even though he might show interest in a telephonic chat. Similarly, a scan of his work locations will give an indication of his location or region preference. If a candidate shows interest in moving out of his "comfort zone" (preferred location, company size, etc.), it should raise a flag in the recruiter's mind, and the recruiter should follow up and use the suggestions offered earlier in this thread to ensure that the candidate does not default on his commitment to attend the interview.

[QUOTE=meetmesarvan;1305935]
Dear Suresh,
The three main reasons are:

1. The salary package you offered to him.
2. The brand name in the market.
3. His situation (which compels him to do so).

We are making mistakes during the screening of the resumes.

Thanks,
Saravanan Reddy

Dear Saravanan,
Thank you for your reply. However, when we speak to the candidate, we provide them with all the information you have mentioned. Only if he finds the profile, package, company, etc., suitable for himself, then we forward their resumes. Therefore, I believe these may not be the points to consider.

Kind regards

Hi Suresh, I own a placement consultancy. Initially, it was a one-person operation where I would sign agreements with clients and also call up candidates to line them up. I'd send a list of nearly 30 candidates to the client, but in the end, only 4 or 5 would turn up for the interview. This creates a bad impression on me for the clients. The main reason for candidates not showing up for the interview is laziness. If they decline my consultancy, another one will offer them the same opportunity, making it easy for them to refuse to attend the interview.

I decided to add a sentence whenever I call candidates for an interview: "If you are interested in this profile, let me know so I can send your resume details. If you are not interested and decline the offer, please inform me. Ignoring the call will not be encouraged. If you do not comply, your name will be removed from our database, and you will not be informed of any further openings. Your details will also be shared with clients, similar to candidates who refuse to attend interviews, which may affect your future opportunities."

You may receive replies like, "No, actually, I have some personal work tomorrow and need to attend to that." You might consider this process time-consuming, but it helps determine who is genuinely interested. You don't need to provide false information to clients or waste time following up with irresponsible individuals.

I may have shared a lot, but I hope this information helps you even by just 1% in solving your headache. Take care.

Thanks & regards, Cindrella CEO Miracle Placement

Thanks!! That's my plan moving forward. I now inform them that "if you are genuinely interested, say yes. Otherwise, I will send your details to the company. If you fail to show up for the interview, the company will blacklist you for a lifetime."

How about this? Thanks!

Hi, this is Manoj Pantola. See what I think, not only think but also have seen, like we have registered on several job portals, consultancies, and many more that provide job opportunities. When a call comes from your side, you conduct a brief interview and then refer us to a company.

Similar situations occur with other consultancies, meaning the candidate has choices. Here, you only conduct a small part of the interview process, asking about oneself, reasons for applying, etc. Then, you mention that the candidate should have excellent communication skills, be willing to relocate, and have their own conveyance. At that time, the job seeker agrees, but in most cases, they are not actually prepared for this or do not possess these qualities.

Before the final interview at the company, the candidate realizes that the company may not be a good fit. In most cases, for a good company, the candidate knows they may not compete with others (fear of facing interviews in good companies where all candidates have high profiles).

You also mention that both experienced and fresher candidates can apply. For a fresher, it is very challenging to compete with experienced individuals, and the candidate is well aware of this.

An experienced person goes for the final interview when they are free, thinking if not this, then something else is fine, what's the rush.

Apart from this, common factors like salary issues, location, job profiles, etc., come into play.

Regards,
Manoj Pantola
Estate Manager
GWS, G. Noida

Dear Manoj, as you mentioned, candidates have choices when it comes to consultancies. That's true. However, if you have already confirmed the schedule but do not feel like attending the interview for any reason, it is your moral responsibility as a good candidate to inform the consultancy, without necessarily specifying the reason if you prefer not to. This way, they can have an idea of the expected turnout, considering the time they have invested from your screening to scheduling and follow-up. (Right!)

Moreover, during a telephonic interview, ensure that your answers are based on facts when responding to questions. If you are not willing to relocate, a simple "No" suffices. This clarity helps the recruiter understand your requirements clearly.

If a candidate has doubts or fears about attending an interview, it is better not to go and instead take the time to improve. However, the candidate should inform the consultancy about not attending the interview.

When both the recruiter and the candidate are clear about each other's interests and the opportunities available, there should be no need for all these exercises.

If you believe that these aspects are not important and can take the consultant for granted, then you are probably not the right candidate to be scheduled for the interview.

Thank you.

Best regards

This is a widespread and common issue when you schedule interview meetings. Check with the candidates on how they plan to arrange their time to meet for the interview. If they are meeting you on a working day, check if they are going to take a day off or half a day. If they plan to come in between work, check if they have taken permission. Also, try to get confirmation from the candidate via SMS or email regarding their acceptance to attend the interview meeting.

It might not be possible to completely solve these no-show issues; however, by being a bit more aggressive in communication, we can reduce the ratio.

This is a common practice found among candidates in failing their commitments. We, as consultants, have to understand the basic human nature that no one intends to invest their stakes unless there is a need to do so. NEED is an important behavior that makes one act accordingly.

Practically, it is difficult to nullify such behavior as we are in routine contact with many candidates. However, to reduce it, you can advise your recruitment team to analyze the NEED of the candidate for that job before scheduling an appointment. If you find that most candidates are looking for such job options, their commitment to attending the interview will surely be higher than before. This, in turn, will improve the quality of your work.

Regards,
Simrandeep Singh
Business Manager
[Email Removed For Privacy Reasons]

Dear Cinderella, Greetings! This is Vishal, and I also own a consultancy business under the name of Brainwave HR Solutions. Thank you for your valuable suggestions. We always need a usher of knowledge from your side to adapt better practices.

Regards, Vishal Gupta Director Brainwave HR Solutions Gurgaon [Phone Number Removed For Privacy Reasons]

First of all, try to identify the candidates who are really eager to change their job, have a tendency towards changing jobs, and desire to explore other opportunities.

Those candidates who are not confidently looking for a change usually keep their mobiles switched off and try to avoid calls during the interview.

Regards,
Ashok

Hi Suresh, it is a part of our job, but we have to ensure that the percentage should not be more than 20%. If you are facing a problem like 80% to 90%, then there must be some fault in the screening.

1. Make sure the candidate receives some career enhancement.
2. The company you offer should be better than where they are currently working or at least equally good or professional. If they see their future in that company and some growth in their profile, then they will attend the interview.

Regards,
Deepak Vig
[Phone Number Removed For Privacy Reasons]
Focus Executive Search

Addressing Candidate Commitment Issues

The problem highlighted here is nothing new to us. I would suggest that if we need to discipline candidates, it is in the hands of us HR professionals and consultancy firms. Dear HR professionals/consultants, do not hire or refer candidates who have not completed at least 3 years of service in an organization. If we all consciously follow this, there is a probability that candidates will refrain from skipping interview schedules.

In my opinion, candidates these days have a tendency to be on websites constantly. You will not be surprised if you come across resumes of candidates on job portals within 1 month from the date of their joining an establishment. Their intentions "make hay while the sun shines" - read here, "keep moving to companies as long as you get increased CTC." It is going to be a painful exercise, but if we attempt it jointly, we can make a difference in the long run.

Regards,
M.V. Kannan

Hi Danu, as you mentioned about the moral duties to inform about not attending the interview, that's true. But you see, in most cases, candidates think that they are just talking nonsense. There are several cases where candidates are cheated by the consultancy. So, believing or not believing is up to the candidate's mind. Now, take the example of "Nehru Place"; you won't believe there are about 150 consultancies, maybe more.

Yeh sab kehne ka matlab yeh hai ki there is a communication (believability) gap. This situation is creating a problem between both parties.

See, here I am clear about the fact: no one wants to waste the opportunity, but some cases contradict it.

It is also true that most candidates get their jobs through these consultancies, but you are also aware that the conversion rate is very low in any field.

Conclusion

In conclusion, I want to suggest a solution: if any consultancy finalizes the candidate, then make arrangements so that he gets a call from the company side about the interview. That's surely going to create a better relationship.

Now, I am going to sleep, yar. Kal ata hu dubara topic par. Gnt

Regards,
Manoj Pantola

Here, I will support Sarvanan Reddy on this issue. Normally, executives sitting in consultancies are giving all fake information and promises regarding their job and client profile. Later on, when candidates check through the internet, they find the clients to be fake.

I think we should be fair and justified in our invitation to a candidate and provide a clear picture in this regard.

Regards, Punit

Dear Suresh, First of all, judge the candidate's needs. Determine whether he is truly interested in this job. Convey to him that you value professionalism, and if he is not interested, encourage him to communicate this upfront. Remember to ask for his landline number. Also, be prepared to line up more candidates as there is usually a 20-30% dropout rate for interviews due to various reasons.

Regards, Vandana

Note: I have corrected the spelling, grammar, and punctuation errors in the text provided. I have also adjusted the paragraph formatting to ensure clarity and readability.

Try this solution. You should not only concentrate on the company or your organization's future and its position in the corporate field but also discuss the candidate's personal aspirations with you.

Hi, you are facing a very common problem. Normally, when you screen them, ask for a commitment. Make the person go through a set of questions before you tell them that they are eligible. An important question to ask is to get a firm commitment from the person. Make them say or write to you that he/she is going to make it for the interview. Are you a professional and punctual person? Do you adhere to your words? This makes the person a little more serious about the commitment. Also, have a follow-up one day prior to the interview. Give some tips on this follow-up call. Motivate the person by telling them who is going to take the interview. This normally works.

Regards

I did a recruitment for my company. Out of 35 candidates, 30 were selected, and offers were extended. However, only 17 of them showed up. I remember how challenging it was to find a job back in 2000 and the determination we had to secure employment. One common trait was that most of us were self-reliant in those days.

Today's job seekers tend to easily sway and follow the advice of so-called friends who may have just a year or two more experience. This can lead to unnecessary hardships in their lives. Some individuals hold themselves in high regard simply because of their alma mater or past work experiences. While positivity is appreciated, the negative attitude and causing trouble by accepting offers and then disregarding them, or skipping interviews, is unacceptable. It is within their rights, but belittling someone else's job is entirely unjustified.

Addressing the Commitment Issue

To address this issue, I have decided to appoint a relationship officer to engage with these individuals and ensure their commitment. Otherwise, I fear that everyone involved in recruitment and training will face unexpected disrespect. We need to adopt a different approach to tackle these challenges.

Steps to Improve Goodwill in Consultancy

It's a problem faced by all consultancies. I am a partner of an Accounting Consultancy & Outsourcing Firm. I am taking these steps to improve goodwill in the market:

1. Talk with the candidate.
2. Send the resume to the company.
3. Confirm the company's interview date.
4. Conduct a self-interview before the company's scheduled interview date.

The candidate who comes in for the interview will proceed with the interview.

Thank you.

Dear Suresh KNR,

It's good that as a manpower consultant, you opened this topic. I am an HR manager working in corporate and also searching for a new job. Hence, I can view the problem from both sides. My observations from my own experiences are as follows:

1. Consultant agencies limit their jobs only up to the candidate reaching their client company and then totally ignore him. The candidate's follow-up for feedback and reimbursement claims are not replied to at all. How do you think the candidate will believe in any agency next time?

2. The client company conveniently pushes all follow-up queries from the candidate to the consultant as if it is not their business at all!

3. Regarding candidates, yes, a few are genuine, and many are casual or just fence-sitters. The consultant should be able to differentiate between the two by their level of communication.

It is easier to blame others but difficult to introspect, but that only works!

Best Regards

Dear All,

Thanks a lot for your valuable suggestions. But I think consultants are also responsible for this because sometimes untrained counselors or telecallers communicate in a way that leads candidates to believe they are the best candidates on earth, and the consultant does not have any other suitable candidates for that position.

I have been running a placement agency for the past 2 and a half years, and I have observed that candidates are not as responsible, career-oriented, and hardworking as they were in the past. They often present profiles created by themselves and expect jobs of that particular type. The unfortunate part is that instead of helping the candidate realize their strengths, telecallers or counselors tend to flatter them, which is the first wrong step taken by a consultant.

We, as consultants, need to change our working style; otherwise, candidates and employers will benefit while we will suffer. We have adjusted our working style because we are not just an information center; we are not selling anything. We are providing career growth opportunities to candidates and delivering good employees to organizations. Both parties need to understand the importance of consultants.

I do not have many complaints about employers as we collaborate with numerous organizations, and they all cooperate well with us. However, concerning candidates, we all need to think critically and take steps to make them realize that our work is not solely for our own benefit. I hope everybody will agree with me.

Sincerely,
Regards

In every consulting firm, it is a common occurrence, but it is better to schedule those who are interested in the job. We have to analyze the candidate to determine if they are suitable or not. As a recruiter, it is essential to pay attention to these details; otherwise, we cannot thrive in our job.

Regards,
Madhu
Sr. Technical Recruiter
[Email Removed For Privacy Reasons]