Hi Suresh,
This offcourse is a pragmatic issue faced by all recruiters barring across various consultancy firms, and also by recruiters working directly for major organisations do face this ordeal on a chronological basis. You may face this issue of candidates not turning up to attend interviews due to such reasons like:
1. A seemingly a prospective candidate, but not interested in the job description announced by your client.
2. Salary, emoluments and fringe benefits not being part of your job descirption or inadequately indicated.
3. Geographical location of the workplace 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 gender based perspective must also be looked into whilst scheduling such candidates).
5. Job Grade, critical skillset descriptions not provided with clarity shall disuade candidates to take up the interview thinking twice later.
6. Lack of interest in a job change.
7. Low Brand equity in job market for the client (like many organisations just collect candidates' information only for the reason to update their database and truely do not have any requirements to fill up. This must be a serious dissuading factor in 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 shall 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.
are just few critical factors which influence the behavioural pattern in candidates not taking up a scheduled interview.
This offcourse is a pragmatic issue faced by all recruiters barring across various consultancy firms, and also by recruiters working directly for major organisations do face this ordeal on a chronological basis. You may face this issue of candidates not turning up to attend interviews due to such reasons like:
1. A seemingly a prospective candidate, but not interested in the job description announced by your client.
2. Salary, emoluments and fringe benefits not being part of your job descirption or inadequately indicated.
3. Geographical location of the workplace 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 gender based perspective must also be looked into whilst scheduling such candidates).
5. Job Grade, critical skillset descriptions not provided with clarity shall disuade candidates to take up the interview thinking twice later.
6. Lack of interest in a job change.
7. Low Brand equity in job market for the client (like many organisations just collect candidates' information only for the reason to update their database and truely do not have any requirements to fill up. This must be a serious dissuading factor in 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 shall 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.
are just few critical factors which influence the behavioural pattern in candidates not taking up a scheduled interview.