How Do You Handle Candidates Who Ghost Interviews and Ignore Follow-Ups?

I have recently come across a few candidates who fixed up an interview with the end client. Then, they did not turn up for the interview. From that point onwards, they refuse to take up calls. They do not have the courtesy to apologize or respond to their behavior. If this has happened with any of your members, then you would understand my situation.

Is there a place where I can give honest feedback on such candidates so that no HR consultant or HR person would suffer from their behavior? What is the way out from this behavior?

Thanks,
Ashish

Dear Ashish,

Your scenario is very common in recruitment. We need to be prepared to face different kinds of candidates. There are many instances where candidates accept offer letters but do not reply on the joining date confirmation. This is a very common scenario. All that we can do is find an alternative for the candidate or have a backup for the candidate.

If you face a situation where an offer is accepted but not joined, it would sound unprofessional and annoying. So, convince yourself that you have not met the worst person yet and go ahead. There is nothing to worry about these candidates. Ignore such candidates and you can blacklist them in your database so that you do not process their profile for any other client in the future.

ALL THE BEST!

Regards,
Nisha

Dear Ashish,

This happens at times... Probably, such candidates are not seriously inclined towards their interviews. You can make a checklist of such candidates in your database and stop or reduce informing them about opportunities and interviews.

Nidhi Sahni

Hi Nisha/Nidhi,

Thanks for the insight. It's really nice to know that people do care in the HR industry. My message was directed at maintaining a common list of such candidates with consultants and HR people across the country.

This list should contain the candidate's name and current company. It should include a brief comment on the candidate's unethical behavior. Additionally, it should have two contacts: end client comments and consultants' comments.

This list should not be scrutinized too critically. However, we can always communicate to our candidates that there is a place where they might be listed if they choose to behave without ethics and integrity.

Ashish

Ashish,

I appreciate your concern, but the point to be considered now is how many of us can make this work effectively in the industry??

Regds
Nisha

Dear Ashish,

I understand how it feels when candidates do not turn up for interviews. But what you are suggesting is practically difficult. Like Nidhi suggested, you could blacklist their names from your database. However, informing a forum about the same does not sound wise. Moreover, a candidate who might not turn up for an interview at your organization might be a good fit in my organization and may subsequently join us.

Ligy

Making a database of all such types of candidates will be a huge task. But, I am sure that it will help all HR people.

Dear HR,

Who do you think you HR people are? Today, I am not going to attend a scheduled interview, and there is a reason for it. Who do you think you are, and by what AUTHORITY do you think you can create a database and circulate it? If an employee believes they can finish you off, then DON'T DARE TO PLAY WITH AN EMPLOYEE'S CAREER. ANYONE DARE TO PLAY WITH THEIR CAREER BY BLACKLISTING THEM (Who gave you authority to blacklist employees?) LEGAL ACTION WILL BE TAKEN AGAINST YOU FOR SPOILING THE CAREERS OF EMPLOYEES. DON'T BE SO ARROGANT.

What we were discussing was just a suggestion/views which were put forward in front of the forum, but no one was going ahead to implement it. There is no harm in sharing one's view. Relax.

Regds,
Nisha

It happens all the time in the recruitment industry. I think in Singapore, they have a system wherein if a scheduled candidate does not turn up for the interview, their names are blacklisted and shared with other corporates. So, this process instills a sense of fear in the candidate's mind, and more often than not, candidates do take up the interview as scheduled. I know India is not Singapore, but we need to evolve a strategic system to curb these practices, if not completely eliminate them.

Regards,
Srini
Chennai

Dear Ashish,

Whatever the reason behind the candidates not attending the call, it is not the right manner to think about banning such candidates. It is nothing but playing with people's lives. My sincere request is to think positively about everyone and proceed with good ideas that can help everyone.

All the best

In our nation, we generally have many more candidates than vacancies. People look for white-collar jobs, particularly with Government/PSUs, for job security. Blue-collar jobs sometimes do not attract an adequate number of candidates. In such a situation, companies may act in haste with candidates, and vice versa, candidates may also try to play games or change jobs in hopes of getting better pay. Genuine concern for the company is often overshadowed by self-interest.

Handling Rejected Candidates with Integrity

In such circumstances, only companies that uphold values and have a strong work culture can handle rejected candidates in a way that preserves the candidate's confidence even after rejection. The idea of blacklisting candidates for failing to appear for an interview is a flawed thought process. While it is acceptable to keep a list of candidates who falsify their qualifications or hide details, simply failing to appear for an interview should not lead to blacklisting.