Struggling with No-Shows and Disinterest: How Can I Improve My Candidate Approach?

Dear All,

I am currently working as an HR executive in a stockbroking company where the major part of my role includes recruiting people for my organization at all levels throughout all the branches. However, my major problem is that whenever I call the candidates, either they are not interested in a change or, on the other hand, they don't turn up for the interview on the scheduled date. For the past month, I have been working on this issue, but I am struggling to figure out how to handle these candidates. Can somebody please suggest if something is going wrong on my part? My peers say that I come across as rude when speaking, but others believe that my voice is too heavy.

With best wishes,

Regards,

Prachi Pathak

HR Executive

BLB Limited

Hi, Prachi,

This is a very common problem faced by all HR professionals. I will put forward my views on these problems:

1. Candidates not interested - Open a conversation with the candidate by giving a short description of the company's profile. For senior-level candidates, you can also touch upon the future growth path of the candidate in your company.

2. Candidates not turning up for interviews - Please check on the candidate's interest in the particular job role while talking to them. Also, check their interest in the particular company. Draft an email providing all the details of the interview and send it to the candidate. Ask for a reply confirming the candidate's availability on the given date and time. Candidates who do not intend to attend the interview will usually not reply to the emails, so you can take additional care to deal with such candidates. This can be done by giving them a call a day before the interview, etc.

Thanks and Regards,
Indrani Chakraborty

Hi,

Same is the case with me. I'm working for a new 5-star property, and people are not coming. Help needed.

Neiraj

I agree to turn up for the interview. Then I ask them to pay me a conveyance fee. If they agree (which they never do), I still tell them I will come. On the interview date, I don't go.

Look, you have to offer at least a traveling allowance to outside candidates. If candidates inside your city are not coming, then as people say, maybe you are too smart on the phone, asking too many HR questions, and too rude as your friends/colleagues tell.

I also face this problem. To avoid this, we should speak truthfully with the candidate over the phone in the preliminary stage. We should analyze their suitability for the particular post and help them understand that their profile is relevant to the position they have applied for. By attending the interview, there is a bright chance of being selected. Additionally, we should offer flexible timing for the interview. Most importantly, we should remember any issues we encounter when personally going for an interview. If we approach it this way, we can overcome this problem to a certain extent.

Regards,
Selva

Hi Prachi,

Many times, candidates who confirm do not turn up for the appointment. Don't get disheartened. It is a fairly common trend.

My suggestion is that you call only those candidates:
- whose CV has the closest match to your requirements,
- begin by telling them how you came across their profile,
- ask them if they are looking for a change,
- tell them about the company and the opening,
- ask them to briefly introduce themselves, covering their current company, duration, role, current CTC, expected CTC, and notice period,
- inform them about your recruitment process,
- reconfirm their email ID and inform them that you will send the company profile and the job description. Ask them to respond with a copy of their updated CV and confirmation of their availability on the designated date.

Regarding being rude on the phone, take the advice sportingly. If more than two people mention the same thing, then you need to evaluate yourself. Try to infuse politeness into your voice. Would you appreciate a placement consultant or any other recruiter calling and speaking rudely to you? Would you want to interview for such a company? Answering these questions will provide you with a solution.

All the best.

Richa

Hi,

Please help me. How can you determine if a candidate who has been offered the position will definitely show up?

Regards,
Ani

Hi,

Please ask them to submit a copy of their accepted resignation letter. Keep in touch with them on a regular basis. These are some pointers. Hope it helps.

Richa

Obviously, telephone conversations should be friendly in nature. Even when there is a good opportunity for the candidates, they may not turn up. It is purely based on the telephonic conversations we have over the phone. The ratio typically stands at 2:100, meaning out of 100 calls, only 2 candidates are likely to turn up. This phenomenon is common in recruitment, so there's no need to worry. However, consider changing your telephonic conversation style to ensure a stronger lineup for the interviews.