Struggling with Low Interview Attendance: How Can I Improve Candidate Turnout?

Hello Seniors,

I am new to this site. I am working in an upcoming software development organization in Hyderabad for the past 3 months with 50 employees. As part of our expansion, we post our job ads on different sites and I have received resumes. Our organization has certain terms and conditions, such as a two-year agreement with the company where the first 5 months serve as the training/probation period with no payment during this time.

When I send emails to 100 resumes with these terms, only 30% accept the conditions and we schedule interview dates for them. However, during the interview, only a few (5-10%) actually attend. I am curious about the reasons for not attending the interview and what steps I should take to ensure 100% attendance.

Please provide me with your suggestions as I am new to this field.

Thank you.

Regards, Kavitha

Hello Seniors,

18 Views... No replies... Please suggest to me what necessary steps can be taken to improve the percentage of candidates attending the written examination.

Greetings from GroupHR!!!

The problem lies in the fact that you do not give a training stipend. Who will work for nothing, especially for as long as five months? Even otherwise, your management is perhaps not aware of the legality of the bond. While writing this post, I am assuming that you represent an IT company and not an institute. Any work bond is legal only as long as you spend on the training. Since you do not give any stipend or salary, it compensates the cost and the bond itself becomes illegal. If a person violates it, you cannot do anything.

However, this doesn't answer your question of low turnout. I guess it's because people are not taking your company seriously. They may accept the terms online, but when it comes to implementing them, they back off.

In my opinion, you can propose the idea of a stipend to your management. This will address both issues, legality, and turnout.

Hope you find it useful. Do respond.

Regards,
Team GroupHR

Dear Challa Satya,

Don't mind my words, but the terms and conditions don't speak well about your company's attitude towards your employees.

I mean, are you hiring employees or some bonded labor?

- You expect a guy to go without any pay/stipend for five months, with uncertainty hanging over his neck all the time.

- You have the choice to throw him out at any time, but the poor fellow has to give you a bond of two years?

I don't want to write further lest you feel hurt, but the bottom line is: your company wants everything from the employees without giving anything.

You are lucky that at least 5-10% are turning up for the interview. These must be the people who are desperate for a job.

I don't know who has decided these policies, but whoever it is requires a major change in their attitude towards employees - current as well as prospective. Else, the future is bleak.

You need to first put the bait and then catch the fish; your company has just put the hook.

All the Best,

Riyaz

PS. You can show these replies to your bosses. Maybe they will see the light.

Dear TeamgroupHR,

Thank you for your suggestions. I have already presented your recommendations to my management. However, they are not agreeing to change the terms we discussed previously. They are not convinced but are insistent on 100% attendance. I am unsure about what to do next. If you have any further suggestions, please assist me in this matter.

Thanks and regards,
Challa Anitha

Warm Greetings!!!!

If attendance is the issue, you can do one thing, although, frankly speaking, I would, at best, avoid doing so. When sending emails to candidates, don't include your terms & conditions. Instead, tell the candidates how a training stint with your team can enhance their overall career objectives. To be precise, craft the email in a way that highlights only the brighter aspects of the job. However, don't forget to include the "Terms & Conditions apply" clause towards the end of the email.

Regards,
Team GroupHR

Dear Chella Sathya,

Greetings!

I would suggest implementing the bonding structure once the probation period is over for the employee.

Regards,
Dev

Do you agree not to enclose the Table of Contents (TOC) in the mail? This responsibility is usually assigned to the marketing function in our company.

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